Find out if they have a skill or talent that is underutilized in their current position. This means more than just asking if there’s something they’d rather be doing. Rather, you should ask them if the company is getting their best work, and how they could put their skills to better use.
REASSIGN MISPLACED TALENT
The transition from one role to another doesn’t have to be difficult, and it shouldn’t feel like an inconvenience to you or your employees.
You can foster natural progression & movement of talented employees by offering open access to internal positions and opportunities for career mobility within your organization.
It’s important to give employees some control over the situation too – don’t let them feel like it’s something being done to them. Let them know your goal is to help them develop to their full potential, and mean it.
Work with your employees as a team, and make sure they understand that you are on their side and want them to stay with the company.
If the change is done well, it will nearly always result in improved morale and productivity. Not just for that employee, but often for anyone else whose work was impacted by that employee’s responsibilities.
HIRE THE RIGHT TALENT TO BEGIN WITH
The best way to manage a potential issue is by preventing it. Make sure you are hiring employees who truly fit the position they’re interviewing for.
Hiring managers should keep in mind the environment they want for their company. Choose applicants who will encourage a more agile workforce and progressive culture.
Talented individuals know that, to remain employable throughout their career, they must be willing to continually learn and improve their skills. They understand that employability depends less on what you already know and more on the ability to learn, apply and adapt.
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In any moment of decision, the best thing you can do is the right thing,
the next best thing is the wrong thing, and the worst thing you can do is nothing.
Theodore Roosevelt
