Talent Management v/s Employee Engagement In the world of HR, the phrases “talent

management” and “employee engagement” are often used in the same paragraphs, if not the same
sentences. In theory, the better you manage your talent and the more engaged your employees are,
the healthier your bottom line will be. While both terms are certainly related, they are definitely not
the same thing. But before we take a deeper dive to explore the differences between talent
management and employee engagement, let’s first define the two terms: • Talent management
includes everything an organization does to recruit, retain, develop, reward, and encourage its
employees to become best workers they can be. • Employee engagement explores how willing an
employee is to invest time, skills, ideas, creativity, energy, and knowledge into their organization. It
shouldn’t be hard to see why the two terms are symbiotic. The better an organization is at managing
talent — i.e., attracting the best and brightest to apply, encouraging the strongest candidates to
accept job offers, and motivating those individuals to work as hard as they can and continue to
develop — the more likely it will be to have engaged employees. Think about it: imagine you just
landed a new gig. Within a few weeks, you figure out that your boss is in over their head, and
virtually all of your co-workers are lazy slackers who don’t seem to be doing much of anything.
Talent Management 21 Employee Engagement Starts With Talent Management All managers should
strive to keep their employees engaged. In addition to being more productive, engaged employees
are also happier and healthier and they’re less likely to look for other work. If you’re looking to
improve employee engagement at your organization, consider launching the three following talent
management initiatives: 1. Form better relationships with your employees. 2. Don’t micromanage
your team. 3. Let your workers use their skills