Exploring the Human Connection in Talent Management

Written by Jeremiah Sinks, Senior Services Manager, Leadership Development

Metrics. Goals and Objectives. P&L. Cash Flow Statements. Profitability Ratios. 

Automation. Robots. Cobots. AI. ERP. ISO, IATF. Root Cause Analysis. Six Sigma. TRIZ. Customer Scorecards.

We have all these tools, processes, and skills that we focus on to continue driving the business forward.

What about human connection? Why does it matter?

A long history of a strong correlation shows that your customers are only as happy as your employees. If you are doing the “dog and pony show” by ticking all the boxes, but still aren’t hitting your goals and objectives, maybe consider changing your approach and mindset to how you approach your team.  

The human connection is the foundation that transforms talent management from a mechanical operation into a meaningful, engaging experience for employees, organizations, and customers (so again, organizations).

Most people, in most organizations, are over-managed and under-led. It comes down to this: Do people do the right thing when no one is looking? Are they compliant (which is intermittent) or are they committed (which is consistent)?

Employees are not just assets or resources—they are individuals with unique motivations, aspirations, and challenges. Effective talent management recognizes this by fostering relationships built on trust, empathy, and open communication.

Employees thrive in workplaces where collaboration and mutual respect are encouraged. When talent management strategies incorporate relationship-building, organizations cultivate a culture where employees feel a sense of belonging.

Additionally, emotional intelligence (EQ) plays a significant role in talent management. Leaders with high EQ can recognize when employees are struggling. They offer meaningful support and adjust expectations accordingly.

I know of one employee who had 30 years of service with 22 years of perfect attendance.

His mother died. He had a difficult time with it, and as soon as he hit the “attendance points,” he was terminated. How do you suspect that it affected morale and culture at his workplace? How do you suspect that affected…everything else?

Organizations that prioritize human-centric leadership will be better positioned to attract, retain, and develop top talent in the years ahead.

Talent management is not just about optimizing performance, it’s about fostering a workplace where people feel seen, heard, and valued. When organizations embrace human connections, they don’t just build a workforce; they build a thriving, engaged community.

Build trust, show empathy, and personalize development plans based on individual goals. Strong workplace relationships create a sense of belonging.

By valuing people, not just processes, companies cultivate a motivated, loyal workforce and a thriving workplace culture.

Your metrics will follow.

 

Interested in learning more about Purdue MEP's leadership development offerings? Click here or contact us at mepsupport@purdue.edu and let us assess and help develop the skills necessary for your organization.  

 

Writer: Jeremiah Sinks, 317-275-6810, jsinks@purdue.edu