Talenter Platform

How does Talenter solutions help startups and companies? We evaluate your onboarding, training, and management systems to solve issues, develop programs and make recommendations for improving and or enhancing processes.

As the holidays approach, and you reflect on how your team is ending the year, something to ponder on as a leader: "Did I make my team members feel valued enough this year?" It may be time to rethink how you can improve your leadership skills next year. Reflection is key.

If you want to build high-performing teams, you first must create an employee-centric culture.

We help organizations identify, measure and develop high-performing teams. buildwithtalenter.com

Results and meet expectations. Here's a tip that may help you flush out ideas and communicate effectively with your teams: Brainstorm several different possible solutions or general approaches, and decide which option to chose.

You probably don't realize it as a manager however, whenever you give vague direction and expect your team members to come back with a potential solution, then come back and tell them "that's not what I’m looking for” it is extremely difficult as an employee to deliver desired

A strategy for creating career development paths in 4 steps 1. Establish a criteria needed for the role 2. Decide what skills are needed for the role 3. Use performance overview tool to track &measure 4. Check-ins: Progress update meetings to ensure employees are on track

The onboarding period starts once the candidate signs the offer letter and ends when the employee is fully acclimated into their role.

Did you know there are 5 stages of onboarding? 1. Pre-boarding (Prior to the start date) 2. Orientation (The employee's first day) 3. The employee's first week 4. The first 90 days 5. The end of the employee's first year

In the early days of your startup, Founders hire based on the candidate's ability to become a "jack of all trades" skills. Eventually as you grow employees will need to reach a "master" level of core skills. Are you prepared to help them reach their goals?

What advice do you have for someone new to the Fintech industry?

A great way to start the week off is to ask your team "How can I support you this week? It shows employees that you want to be a supportive leader. If your team members were assigned specific projects, ask them how you can support them with completing their work.

Managers, here's a question you can ask your team when checking in on their overall well being and work week: Did you have any highlights this past week you'd like to share? Were there any lowlights from the past week? What could I have done better to support you this week?

When hiring for mid level roles think about what areas key players will focus on. From interactions with stakeholders, managing teams and the day-to-day functioning of the department. Where can these role players facilitate with taking the burden off of management?

Roles that are considered "Mid Level" Project Manager Analyst Regional Manager Director of Operations VP of Technology Customer Success Manager Account Manager Team Lead IT Supervisor

Mid-level jobs require some level of experience in qualifying roles. They are a step up from entry-level positions and right above senior-level positions.

An under utilized strategy that leaders fail to use in most companies is identifying employees talents and skills, including how to leverage them. Ex. Financial Analyst becoming an Internal Auditor to CFO. When leaders develop a growth mindset for each role everyone succeeds.

*if you need additional resources

If you to need additional resources as a manager to assist you with helping your employees find ways to progress their careers within the company, we can help. Contact us here 👇🏾 on our website. buildwithtalenter.com

Getting to know your employees also means understanding their professional or career goals. Something you might consider asking employees "what are your professional goals", and if they're on track? If not, what's currently disrupting that progress.