by Shayne Thomas
19 Mar 2021
7 Signs You Don’t Need a Talent Management Solution
Some people simply like managing HR processes in a manual way, and that’s ok
While we are unwavering in our belief that every business can benefit from implementing a unified talent management solution to power their HR processes—from recruitment to performance management to learning and development—we are aware that such a solution simply isn’t meant for everyone. And we’ve accepted that.
So, today’s article is dedicated to all of those businesses out there, including their HR teams, for which a talent management solution doesn’t make sense. And although it may seem odd for us to pinpoint exactly who HR tech solutions, like our very own, aren’t designed for, we realize that some people are simply too set in their ways and can’t ever be convinced otherwise.
How do you know you don’t need a talent management solution?
If you’ve been steadfast in your belief that maintaining the status quo—in other words, sticking within the comfort zone of your manual HR processes—is the way to go, then you probably identify with at least one (or more) of these seven traits below:
1. You love doing everything on your own
Even the smallest tasks, like setting up a brand spanking new Excel spreadsheet to track whatever it is you need to track, bring you unequivocal joy and happiness. You are a task-master at heart and love being able to manage every single minute detail that’s on your plate, at any given time, 100% on your own. We get it, that feeling of satisfaction that comes with crossing a task off of your to-do list is intoxicating. Not to mention, if you don’t do it yourself, the work won’t get done correctly, am I right? So go ahead and be your autonomous self, even if it occasionally leads to sleepless nights filled with Excel-inspired dreams.
2. You secretly hate people
True, the words “human resources” may be in your title, but don’t let anyone be fooled: You have no interest in spending any time, normally dedicated to the aforementioned tasks above, to enrich the lives of your company’s employees and work with senior leaders to develop strategies to amplify the impact of your workforce. You are perfectly content being a ‘paper pusher,’ and anyone asking you to go above and beyond that is most likely going to get on your bad side very quickly. After all, you chose your job specifically to be able to hide behind your tasks, not because you ever wanted to deal with people. Because...yuck.
3. You live for annual performance reviews
Annual performance review season is your favorite time of year. Why? Because it’s filled with so many tasks to keep you busy. Plus, there’s nothing else in life you love more than wracking your brain to remember every conversation and every project that has transpired, within your team or across your company, as you jot down anything you can remember on paper. And let’s be honest, it’s a lot easier to remember the bad moments over the successes, which you probably overlooked anyway because succeeding is simply part of your employees’ job descriptions, so this is your time to really come down hard on your team.
You’re also probably someone who, not surprisingly given point number two above, never got on the ongoing feedback conversation bandwagon. Talking about performance with your team once per year is all that you have time for; you don’t see a need to harp on it throughout the year. Plus, it’s a waste of time. Everyone on your team—and across the company—just needs to stay focused on their tasks. And finally, knowing that the stakes are high for promotions and raises, you get a thrill keeping your employees on edge about what their fate may be. Call it sadistic as much as you want, but that’s one of the perks of being in charge.
4. You believe in ‘tough love’
Again, your employees are there because they have a job to do. When they do their job well, it’s simply what’s expected of them, so you don’t see a need in giving positive reinforcement or praise. However, when something goes terribly awry, you waste no time whatsoever to place the blame on anyone but yourself (because, of course, nothing is ever your fault).
In fact, you love keeping your team on its toes. After all, a team that fears for its life every day, in your opinion, is more scrappy and productive. A little friendly competition, even if it stems from in-fighting, is perfectly fine because it builds character. You had to climb up the totem pole on your own throughout your career, so why not make your employees run the gauntlet, too?
Finally, once you have a team in place that you feel is productive and successful, you have no motivation whatsoever to lose that dynamic. So helping employees develop new skills or work towards career growth opportunities is completely out of question. That’s just asking for trouble and, even worse, will require you to go through the recruitment and interview process all over again. Who has the time to waste training someone new?
5. You think learning only happens in school
Forget all of the stats that tell us that one of the top reasons why employees leave their job is because their employer doesn’t offer—or manager doesn’t prioritize—any development and growth opportunities, including learning and skill-building. You a firm believer that education is best left at school and that work is for, well, doing work only. And if the members of your team decide to seek out greener pastures, so be it. They probably weren’t the right fit anyway. So let that revolving door of recruitment continue to spin. (Which, mind you, is quite contradictory to what we discussed in point number four.)
6. You’re not afraid to give vague results
When someone asks how many employees have completed code of conduct training or other compliance measures, you love being able to go back to your handy Excel spreadsheet to provide an answer. Whether or not it has been updated in the last week or so. The only way to do that, obviously, would be to go through and tally all of the emails sent your way upon course completion, but that’s a task set aside for a rainy day. But who really needs an exact answer when you can talk in brush strokes? No one’s ever going to do a deep dive into the numbers anyway. Your spreadsheet is the source-of-truth, whether it’s entirely accurate or not. A guesstimate is always better than no answer at all.
7. You are a champion of the status quo
To you, ‘change’ is a dirty word, and your motto is, “Why fix it if it ain’t broke?” Doesn’t matter if, in this day and age, for companies to grow and succeed well into the future, they need the right HR tech solutions that can scale up alongside them. But a big tech implementation, regardless of its long-term benefits, sounds like a lot of work. You’re not really up for the challenge, especially knowing that your fool-proof system, including your beloved spreadsheets, works perfectly fine. At the end of the day, you want to maintain a manageable workload for yourself—and if that means turning a blind-eye towards solutions that can make your entire company more successful, that’s a trade-off that you’re willing to take.
Why you actually need a talent management solution
All jokes aside, if you identify with any of these traits, it might be time to do some soul-searching to determine whether or not you’re in the right career. Because if, as an HR leader or team manager, you’re not constantly focused on doing whatever can both help your business grow and support your employees in their career goals and aspirations, then you’re doing everyone around you a massive disservice.
In fact, it’s these people who really (and desperately) need a unified talent management solution. Not only can it open their eyes to what they are currently doing inefficiently, but it can position them as key strategic stakeholders in a business’s long-term success.
We get it, change isn’t easy. But there are so many solutions, including our very own, that exist today to make the workplace—and its people—more effective, productive, and pleasant. There’s a big difference between not wanting to invest in a talent management system and simply not wanting to (put the effort in to) change.
Part of the challenge might be not knowing where to start. The good news for you is that we’ve got an entire team of HR tech experts who are ready to help you navigate your own talent management journey. So, just know, you’re not alone in this. Reach out to Cornerstone today to request a demo. It just may change your life!