Every organization actively hunts for high-potential (HiPo) employees. After all, they show high results in their work and take on complex projects that ordinary specialists cannot handle.
HiPo workers have reached their personal potential and have mastered their profession. They don’t need constant supervision, and they crave more responsibility. Such people are equally perfect for both sides of professional activity: performing job duties and interacting with colleagues. These facets are equally important for a specialist in a managerial position. After all, managers should be able to organize their own work and motivate their subordinates. Here is our complete guide on how to find HiPo employees among your staff.
Potential is something that is hidden and unobservable, so it is quite a task to identify team members with high amounts of it. HiPos are employees with a proactive attitude who strive to reach new levels and build their careers. As a result, they are faster and more efficient than others. Here is a list of features that your HiPo employees might have:
It is worth noting that most HiPo workers are former students, recent college graduates, or aspiring professionals. They are willing to diligently perform simple basic tasks for a relatively small salary, learn new things, and actively participate in the company’s life.
The earlier described factors can pinpoint such staff members from the crowd. However, it is easy to confuse them for people who show high performance and professionalism at work. It is because they perform well in their current sphere and within their competence. But they may not have the potential to advance further and explore new areas. It is the main difference between HiPo and professional employees.
Highly professional team members are experts in their field who are not prepared to increase their influence in other departments or take on more responsibility. They can function independently, but their lack of soft skills and leadership qualities do not let them evolve further.
Any company would be happy if half of its employees were HiPo workers. These team members are very active and beneficial, but besides that, the organization receives:
As you can see there are many perks of discovering such talent among your staff. Be attentive and monitor your employees.
Many companies perform surveys that assess employees’ abilities and personal qualities. Such a method may seem efficient, but in most cases, only constant observance allows for detecting HiPos. Here are some distinctive characteristics that are typical for a high-potential employee:
Highly qualified talents know their worth. They understand their significance to the company. But they also understand that they can easily find work anywhere and choose where they are most comfortable. Therefore, it is crucial to stick to a strategy while communicating and working with HiPo employees, so you don’t risk alienating them.
Talented employees are often super-motivating. It means that they aren’t just working for money or for fun; they have a higher purpose. It can be changing the market, bringing real value to people through the company’s products, or helping the business become omnichannel, thereby increasing profits. The company must have a clear mission so that the employee understands what they are working for.
It is also essential for HiPos to create a value proposition. Describe what they achieve from working in the organization, like a bigger salary, a more comfortable schedule, a convenient workplace with all the necessary equipment, and a non-toxic atmosphere in the team.
Keep in mind that talented employees are future leaders. They are ambitious people who are eager to do anything new. You might notice that your HiPo employees have plenty of hard skills but not enough soft skills.
It can help to provide a soft skills development program for your HiPo workers. It can include leadership development programs, personal awareness training, creative skills development, client orientation, negotiation, stress resistance, and much more. Stagnation and monotonous work are destructive to such employees. Therefore, investments in HiPo training will pay off not only in business results but also in productivity and job satisfaction indicators.
High-potential specialists will fall into demotivation under an authoritarian management style and constant control. In order to generate ideas that are beneficial to the company, they must have more flexibility. Such an employee understands how actions affect the company’s work and is aware of the responsibility. However, they are primarily focused on the result. A liberal style of management is better suited to work with talent.
The development of employees with high potential is beneficial to the entire company. Rather than recruiting top talent, you can focus on employees who are already established in your company. Here’s how to grow a high-potential worker:
HiPos are usually young employees with high potential who are showing outstanding characteristics in their field of work and striving to lead and manage. Their principal value is their youth and desire to develop. All the company needs to do is direct its energy to the right task. Accordingly, the question arises: how to attract such personnel? It is simple if you stick to the plan:
It is extremely important to find employees with high potential and motivate them for long-term cooperation. After all, in the future, such an employee will be of great benefit to the company.
Even strong motivation needs a periodic boost. If you limit the actions of your talented employee by burdening them with monotonous routine tasks, they may eventually consider changing that job for a more challenging one. It is vital to let employees understand their evaluability and usefulness. This plays a crucial role in the development of the company. It can be done in a variety of ways: from financial rewards to having a conversation in an informal setting.
A company’s profits and market position depend on the potential of its employees. Finding and unlocking potential is the cornerstone of talent management. It lays the foundation for a strong team. The company invests in future success by contributing to the development of its employees’ potential.