Translation Talent Management: The paradigm has shifted, and not just for technology…

Introduction:

As we have seen, there are worrying trends within the freelance or talent community and these can have seismic effects, on LSP growth and Customer Satisfaction.

 

Indeed, society has changed in general. More and more people work autonomously, according to their own rules, alone, and are their own boss, with everything that this implies.

 

But counteracting this autonomy is the development of influential communities and structures that can influence how others (Partners, Competitors, Investors, Clients) see your company.

 

In today’s reality, Language Service Providers (LSPs) must adapt their approach to the way they manage talent to not only survive but also thrive. If we assume you want to retain the best talent to provide the best results for your teams and clients, then change is needed.

 

Key to this change is the realization that Talent does not equate with mere word transformers, but rather as strategic partners with valuable skills, who want to contribute and can help drive your business growth by providing insights, supporting better client relationships and helping you to introduce new services and offerings.

 

So, here are my top recommendations for those LSPs who wish to re-engage and remotivate their talent and who wish to avail of these benefits

Over Communicate at all times

What and how you communicate to your talent pools is crucial.

Especially during the onboarding of new talent, clearly explain project expectations, timelines, and compensation structures. This helps manage expectations, provides clarity and reduces noise.

Ask them for feedback

Ask your talent pool for feedback on your company, team, processes and pricing to understand their needs and concerns. It is important that you know what they think of you, and for you to be able to address any disconnects or concerns. You may not be able to double their rates but even asking for their feedback will make linguists feel seen and valued and you will gain valuable insights for problem solving and implementing new initiatives.

Foster Community

Build a sense of community among your freelancers and in-house staff. Organize online/offline networking events to encourage collaboration and knowledge sharing. This fosters not just a sense of belonging, but increases collaboration, improves relationships with your internal team, and each other, and assures all are working towards shared objectives

Provide training and growth opportunities

One of the most important requirements of this industry is the demand for skilled and adaptable professionals. Offer opportunities for skill development, such as workshops, webinars, courses, or even mentorships. This empowers your talent, increases loyalty and will have a positive impact on the work they do. It also allows you to offer more diverse and profitable services to your clients.

Be flexible

If you develop a flexible work model that caters to the diverse needs of your talent pool, you can be sure they will do their best to also be flexible and consider your needs and your clients’ needs. This includes offering project-based work or remote work opportunities or working with a timesheet that they can hand in at the end of each month with the hours spent on your projects.

Implement fair compensation schemes

Fair and competitive rates and timely payments are essential for attracting and retaining talent. Develop fair compensation structures that take into consideration factors like level of expertise, experience, the complexity of the project, and many other factors. Not all Talent is equal, Not all need to be paid the same rate. Consider the value they are able to provide for your team, and compensate accordingly, it’s a win-win for both.

 

Call your talent by their name

Language professionals now want to be seen as partners, demanding to be acknowledged by society yes, but above all, by the companies they work with. They are closer to each other and have found ways of knowing what is going on in the industry, and share this information with each other.

Tags

They are also showing increased desires to commit to long-term partnerships, to take on new responsibilities and act as consultants. All this means that they want LSPs to be aware of who they are, what their personal brand is and what they can bring to the table.

 

Start by replacing the classic “dear vendor” with their name. In addition, before contacting talent, check out their CVs, LinkedIn Profiles, and Social Media posts to get a better idea of their values and passions. Again, show them you see and appreciate their individuality.

 

Implementing some of these practices will help your LSPs to build a strong network of skilled and motivated professionals. This fosters a collaborative environment that leads to higher quality and more variety in your services, having a positive impact on your relationship with your own clients.

In conclusion

Believe me, strong partnerships with talent are the key to achieving mutual success – Communication, Trust, and Community! Or as I say in Portuguese… Comunicação – Confiança – Comunidade

I hope these pointers have been helpful, should you wish to discuss this or other talent related topics in more detail, just reach out, I will be delighted to help you.


Rita

Recent Posts