Are You Doing Everything You Can to Bring Out the Best from High Potentials?
Does your organizational culture and talent management strategy bring out the best from high potentials? If not, it should. High potentials can make or break your performance.
The Definition of High Potential Employees
We consider high potential employees as the top 3% to 10% of the workforce in terms of “Results” and “Behaviors.” Results are exemplified by consistently outperforming their expectations and their peers in varied situations. Behaviors relate to achieving those differentiated results in a manner that consistently aligns with the cultural norms and corporate values regardless of the complexity or pressure.
Additionally, these unique employees show the attributes required to successfully take on more responsibility within the organization.
Why High Potential Employees Matter
Several studies show that companies that bring out the best from high potentials (HIPOs) are well rewarded. HIPOs drive a disproportionate amount of organizational results. One recent study at Indiana University reported that the top 6 percent of high potentials delivers 35 percent of the organizations results and that the top 20 percent of high potentials delivers 80 percent of the organizations results
Treat Your High Performers and High Potentials Differently
All too often the employees who get noticed are the ones who bray the loudest or who are best at navigating office politics. Are these the criteria you want to define your chosen high potentials? Probably not. When it comes to talent, the squeaky wheel approach does not deliver outstanding performance.
How to Find Your High Potentials
Instead of promoting those who are most obvious, perhaps for the wrong reasons, performance management training experts recommend you look deeper into your employee base to find the real high performance stars who deserve their chance on the big stage.
3 Ways Bring Out the Best from High Potentials
Here is how to find the true, but perhaps hidden, talent for today and tomorrow so you can bring out the best from high potentials:
The Bottom Line
High potentials are worth the investment. Selected correctly, they make better transitions into new roles, improve performance year over year, model the leadership and cultural values that matter most and help to develop those around them.
To learn more about better managing performance, download The Top 5 Performance Management Success Factors
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