What’s More Important: Talent or Engagement?


Madhu Rathee


Universal Group Company

What’s More Important: Talent or Engagement?

Talent or Engagement:-Engagement with Talent.

Talent Management with Talent Engagement as a part of Talent management. Finding people with the right talent and engaging them are essential elements of maximizing performance — but of the two, getting the right person in the right role makes the greatest difference.

If a manger is talented he/she naturally engages team members and customers, retain top performers, and sustain a culture of high productivity. And last but not least, they contribute about 48% higher profit to their companies than average managers do.

Even I was wondering for the same thing that selecting managers with the right talent for the role or employee engagement? I did many things in my organization including Competency Mapping.

This study revealed something I did not expect to find. While I did not anticipate that engaging managers with low talent would lead to exceptional performance, I did expect it to lead to better performance. Instead, I found that performance dropped by 9.9% for managers (Specially Sales) with low talent and high engagement compared with managers with low talent and low engagement. In other words, without the innate talent to be a great manager, engagement did not result in better performance.

But I would explain that those talented managers are more likely to find a way through obstacles if they’re engaged. Ultimately, talent is accelerated by engagement.

I would say putting people in roles that fit their talent — especially management roles — promotes employee engagement and improved business performance.

Talent and Engagement both are complimentary with each other.

Talent joins a company appreciating the company and its product. As talent engages more fully in company operations, assignments, projects, that appreciation grows. The greater the appreciation, the greater one’s commitment to performing with quality. An employee — especially a “talent employee” — who has the opportunity to perform in ways which she/he sees as valuable consistently seeks to improve that performance.

Talent management looks for quality candidates. Employee engagement turns up that quality.  Successful attraction and recruitment combine for the first step. Once talent is hired, employee engagement strategies increase communication and commitment.

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