Top talent usually represents 10% of your employees. What would happen if your most valued employees left your company? The three top responses I hear are:

1.  OMG, I don’t want to think about it!
2.  Hmm, I’m not quite sure who they are.
3.  I can replace them, no problem.

Unfortunately, it’s not often I hear business owners tell me that they have a plan in place if that happened or what they are doing to prevent it from happening.

Responses 1 and 2 frighten me as an HR and business professional because they are very reactionary to one of the most important aspects of business growth. Strategic planning for your business is crucial but part of your strategic plan should include the talent that delivers your results.

How do you do that?

If you know who your top talent is, you are on your way. Identify what makes them top talent. What do they do for your company that makes them top talent? Is it great sales ability, customer service, leadership, client management, technical or clinical skills or maybe a combination of all of them? Sometimes your top talent is very apparent but don’t overlook employees who may be either more quiet or out of your line of site. We have a tendency to overlook these employees and they truly can be unrecognized gems.

Determine, based on your organization structure how it’s best to identify your top talent. It may be through a formal performance management process but it could also be through structured executive team discussions or even reviewing business results, whatever works best in your organization.

When you have these employees identified, the personal touch is always best. While you may have methods for recognizing and supporting your employees, take more time with your top talent. Whether it’s with their immediate manager, an executive and/or president – find out what makes them tick. What makes them happiest, most productive and fully engaged in their work? What keeps them with your organization? What do they dislike and how often do they encounter what they dislike. What disengages them from their work? What other opportunities are outside of your organization that could entice them away…what makes them enticing?

Keeping in mind good business practices and fairness within your organization, address the needs of your top talent to keep them engaged in their work in your organization. We hear about the “war for talent”….very unfriendly words but becoming a reality for many. Don’t let your organization be derailed with the exit of your top talent. Investing time and effort in these employees could produce better results than you expect.