The Importance of Nurturing New Talent

Any good leader knows that organisations need talent to succeed in this ever-changing world of work. But once you have the talent, how do you retain it? How can you ensure that those people driving business success are thriving?

The key is to nurture your talent from the moment they join your organisation. After all, bringing out the best in your people contributes to business growth, enhanced company culture and employee retention.

Build a Connected Culture

Hybrid work has brought flexibility, but also disconnection. While most employees expect leaders to foster morale, only 48% of employees feel their managers deliver. This disconnect can lead to feelings of isolation, reduced engagement, and ultimately, higher turnover.

To build a truly connected culture, it’s essential to start strong. New hires should be properly introduced to the team and given clear guidance on their roles and responsibilities. Equipping them with the right tools – both technical and cultural – helps them feel prepared and confident.
Regular check-ins foster open communication and provide opportunities for feedback and support. Encouraging collaboration across teams helps remove barriers and builds trust, while empowering employees to take ownership of their work cultivates a sense of pride and accountability. When people feel seen and supported, they’re more likely to stay motivated and contribute meaningfully.

Support Growth Through Mentorship

Mentorship is often seen as something that happens during the first few weeks of onboarding, but its real value lies in being a long-term part of someone’s growth. When new hires are paired with experienced mentors they gain confidence, learn faster, and feel more connected to the organisation’s values and ways of working. It also gives them a safe space to ask questions, explore ideas, and navigate challenges as they settle in.

A strong mentoring culture benefits more than just the individual – it strengthens the entire organisation. Employees who feel supported are more likely to stay, grow, and eventually become mentors themselves. This creates a cycle of learning and leadership that embeds company values into everyday work.

Invest in Professional Development

Despite the growing need for upskilling, according to the Resetting Normal study, only 37% of non-managers feel their employers invest in their growth. Meanwhile 60% are taking the initiative to learn on their own, which is often without guidance and support. That’s a clear sign for organisations to step up and take the lead.

Helping new talent thrive means giving them the opportunity to learn and see a future within the company. It’s not just about sending people to do online training modules, it’s about understanding what they want to achieve and helping them get there. Everyone learns differently, and not all employees have the same goals, so a one-size-fits-all approach won’t work.

Regular check-ins are key. They give leaders a chance to understand what each person is working toward and how the company can support that journey. Together, you can build a development plan that’s meaningful and aligned with both individual goals and business needs.

After any training or learning experience, take the time to follow up. Ask what was helpful, what could be improved, and what they’d like to explore next. When employees see that their growth is genuinely supported, they’re more likely to stay engaged, motivated and committed.

Show Appreciation and Remunerate Fairly

When people do great work, they deserve to feel appreciated. If they don’t, they may start looking for jobs elsewhere. A simple thank you or shout out in a team meeting can go a long way. You might send a quick message highlighting their achievements in a group chat, or even organise a casual get together to celebrate wins. When employees know their efforts are being noticed, it makes a real difference to morale and motivation.

That said, appreciation shouldn’t stop at recognition – it needs to be backed by fair pay and meaningful benefits. If your remuneration package doesn’t reflect the value your employees bring, they might not stick around. Competitive salaries are important, but so are perks that show you care. Think wellness days, extra leave, flexible working options, or even long-term incentives like bonuses. These kinds of benefits help build loyalty and show that your company values its people, not just their output.