Every manager in the company can get only a handful of employees who are distinctly talented in the crowd. Those employees bring value to the team with their efficiency and hence stay at the top when it comes to earning bonuses and getting promoted. But how do you identify an employee with high potential personality or HiPos?
“You can’t just wait around for high-potential talent to uncover itself, you have to identify those agile employees and put them in the field to demonstrate their abilities. The workforce is changing, so you have to be proactive with high-potential employees.” – Source
Focusing on high potential employees’ development will eventually be paying for the best interest of the company. The very 1st step for creating an effective HiPo structure is identifying the potential individuals – and this is the exact place where organizations experience most troubles.
The Confusion Majorly Arises Between Understanding The Differences Of Potential & Performance
This conflict arises when the misunderstand creeps out in understanding the term HiPo. Employers mix up performance and potential of their existing workforce.
“Performance is what you do, and potential is what you could do.” – Chamorro-Premizic
Individual employees rank and get into managerial roles with their skills, capabilities and knowledge. But just because a developer can write amazing codes, does not mean he or she will be able to handle monitoring others on same profile. To judge an employee’s readiness for handling the managerial post on their performance is based on how they are performing consistently within a given time. To measure the readiness of the High Potential Employee, it is important to give them jobs or responsibilities beyond their roles to understand whether they are capable for the promotion or not!
“You’re looking for the difference between an employee who just knows how to do the job versus an invested employee looking to stretch and grow as much as possible within the organization, these are employees that are not just satisfied with the company but are also engaged — taking action, finding and utilizing opportunities and taking risks that would increase their value to the organization.” – Source
How To Measure Potential Of Employees? 1st Of All, Here Are 6 Attributes To 1st Identify Them
1. What They Do, They Do It Best!
Research from Gartner showed that high-potential talent brings 91% more value to an organization. What’s more, in comparison to their peers, they exert 21% more effort. (Source)
High potential candidates perform good consistently! Of course there comes a rough patch in every employee’s tenure in a company but his or her determination to cut through the challenging phase with unbiased focus proves how strong of a High Potential Employee he or she is.
2. They Grasp Every Leadership Opportunity Coming Across Them
When a challenging task comes up, the employees with high potential voluntarily take up the task to solve it. They are always looking for growth opportunities and no matter how challenging the job is, they will perform up to any extent to come up with a solution, IMPACTFULLY!
3. They Perform In An Autonomous Fashion
The managers never have to worry or ask about the work the HiPo employees do. They have their own set goals on which they work, and finish them on time followed by a prompt reporting. Even when they require help from the authorities, they are never shy to ask that.
4. Interested In Where The Company Is Going
HiPo employees work with a company beyond the intention of paying their bills! They are more invested in seeing the company rise and achieve success and they willfully do their best part for the same.
“Make sure you identify and foster this characteristic early on, as it benefits both you and them. The more knowledge they have of the company early on, the more likely they are to succeed in being a successful leader in the future.
You can support this interest by inviting them to higher-level meetings when appropriate. Let your high-potential employees know you trust them. Ask them about their thoughts after the meeting and help shape their understanding of the company’s future.” – Source
5. They Are Composed Under Any Pressure
Rather than losing their cool and composure, HiPo employees believe in using the heated environment of a sudden rush and pressure to work with more grit and determination. In fact, there are many employees who thrive better in pressure situations and don’t walk away when things get tough!
6. They Never Fear Asking Questions
As they are more interested in the company’s success, they ask question about anything and everything. They put extra effort into understanding the decisions and strategies for growth, marketing or any other department they belong to.
What Are The Ways To Identify High Potential Employees?
The 1st step towards HiPo identification is having a sensing exercise that requires understanding of the roles, levels, programs and competencies. Dedicated group discussions, workshops and also one-to-one problem solving are excellent determinants of HiPo employees.
Finding ‘The Right Evaluation Tool’ is necessary here. Nearly 20% of organizations believe that the employee potential can be measured through carrying out internal assessments, powered by versatile evaluation software.
80% of the organizations agree that they do not comprise of any systematic plan for the identification of HiPo employees. So, a development plan backed by a versatile evaluation software as mentioned above plays a big role for the process.
Testofy Will Help You Find The Gems For Your Crown
Testofy is a trusted cloud-based assessment platform that intends to provide the evaluators to pick out the best candidates from a bunch. See which employee will be your next best option for a promotion through an assessment, carried out by the proficient and effective platform Know more about it.