How to Pitch a Talent Management Investment to Everyone

by Connie Costigan | Posted | Business Impact

How to Pitch a Talent Management Investment to Everyone

It's "go" time. Your team has painstakingly done their research and now you are on deck to pitch a significant talent management investment to key stakeholders in your organization.

Before it's your turn to enter that conference room, take a moment to review these guidelines that will help lead your team to "buy-in" success. After all, business units across your organization have competing priorities. You need to show them why an investment in talent management serves their business area well. This is your team's chance to bring everyone on board. 

Know what's at stake

Talent management strategies are no longer something to place on a wish list. Bersin by Deloitte research shows that organizations with mature talent management programs enjoy key advantages including:

  • Twice the revenue per employee
  • 40 percent lower employee turnover rate
  • 38 percent higher levels of employee engagement than those without mature talent management programs

Clearly, a solid talent management strategy can pay off. Be sure to share relevant stats like this in case some colleagues still labor under the outdated "HR is a cost center" mindset. 

Go deeper: Join me and Saba CFO Pete Low on March 15, 2018 for a webinar, "Building the Business Case for Investing in Talent Management."

How to pitch to different internal stakeholders

Below you'll find some ideas for pitching to key internal business leaders. Remember, everyone has a competing priority for company budget, so you'll need to skillfully communicate what's in it for them. Remember, you're not just pitching an abstract concept-you're offering strategic approaches and tools that can help these stakeholders and the organization reach its goals. 

How to pitch to the Sales Leader

You know that the primary objective of the sales organization is to meet and exceed their sales targets. Show them how a talent management solution will take away their pain on issues that matter to them. Use real and relevant examples such as how a currently onerous product launch and sales training process can be transformed by real-time micro-learning, access to videos and a central place to socially share sales best practices, challenges and solutions. Show them how they can link development and performance management and measurement, so their reps can outperform.

Insider tip: Find your hero in sales. The sales VP understands why the current patchwork talent management platforms and tools just don't cut it for their busy sales organization.

How to pitch to IT

The IT organization aligns their investments to strategic corporate priorities, but chances are, HR may not be at the top of that list. To secure buy-in with the CIO, you'll need to speak to what the talent management investment isn't. It's not a gigantic IT time drain because it's usually a cloud-based platform which requires significantly less internal technical support. They'll want to understand how it fits into the HR IT ecosystem, any HRIS integration considerations and they'll want technical details on cloud security and data governance, as well as total cost of ownership.

Insider tip: Ideally, you'll have worked with IT in advance on articulating requirements for the solutions you're proposing and developing the business case. If you haven't, spend some critical time with them before you present to the rest of the organization so that they are a trusted ally in the pitch meeting.

How to pitch to Finance

Know your audience, and remember HR and finance have more in common than you think! The CFO balances the responsibilities of financial controls with business partnership and performance. This means the finance leader must help the organization develop strategy, obtain resources, and deliver its strategic objectives sustainably. Show finance how a talent management investment aligns with the overall strategy and can help support performance measurement and analysis to drive business outcomes.

Insider tip: Don't forget the finance leader is also a people leader. Aligning the F&A function with delivering the organization's objectives also involves developing an effective talent recruitment and management strategy to attract, develop, and retain finance talent and the skillsets required to build practice excellence for their team. Your talent management investment can help them do this.

How to pitch to HR

These are your people. Get ready to wow them! Set the table with metrics from any internal surveys that show employees want better ongoing feedback and connection to business objectives or more opportunities for professional career growth and development. Tout the benefits of better employee engagement, higher employee satisfaction and increased rates of employee engagement.

Insider tip: Share stories about high performers and high potentials who are making a difference in the organization. Paint a picture of how these employees can become employer brand advocates with succession planning, career development and leadership training.  And with HR analytics close at hand, the HR team can help drive evidence-based decision making for the company.

Build a better business case

Want to know more about how to pitch a talent management investment to your C-Suite? Check out our on-demand webinar, "Building the Business Case for Investing in Talent Management" featuring Saba CFO Pete Low. Or, check out our ebook "Making The Business Case for Talent Management."

Building The Business Case for Investing In Talent Management

Learn how to develop an effective business case that delivers compelling facts and figures to back up the benefits of investing in talent management systems and processes.


Watch Now
Cover
Cover

Building The Business Case for Investing In Talent Management

Learn how to develop an effective business case that delivers compelling facts and figures to back up the benefits of investing in talent management systems and processes.


Watch Now


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