- 1 Introduction:
- 2 What does it mean to be a high-potential employee?
- 3 How do you spot high potential employees in your workforce?
- 4 What are the characteristics of high potential (HiPo) employees
- 4.1 1. They demonstrate leadership skills:
- 4.2 2. They stand for the organization’s future goals and beliefs:
- 4.3 3. They perform well under high pressure:
- 4.4 4. They can work independently and with the team:
- 4.5 5. They have a high emotional quotient (EQ):
- 4.6 6. They are eager to grow and gain new skills:
- 4.7 7. They are good at receiving constructive feedback:
- 5 How do you spot and test high-potential candidates?
- 6 What are the methods for developing your HiPo employees?
- 7 Conclusion:
Every company’s dream is to have high potential and high-performing employees. High performing employees give the best output, their attitudes are upbeat, and they are constantly seeking ways to improve. They frequently have strong leadership abilities and a clear career path in mind. So who doesn’t want high performing employees on their team? Exactly every employer wants a high performer in the team.
Similarly, High-potential employees (HiPos) are also valuable. They are talented employees who have a knack for their jobs and whose abilities can flourish when properly managed. Some are incredibly productive. Others excel at collaboration and managing general roles. Conversely, some employees have technical skills that set them apart. Therefore such employees who stand out from the crowd can be found in any organization.
But what are high potential employees (HiPos)? What makes them such vital members of your team? How do we identify them? How can you keep these high potentials from leaving jobs while spreading their performance qualities throughout the organization?
Let me take you through the complete guide that will help you find high potential characteristics in your employees.
What does it mean to be a high-potential employee?
High-potential employees (HiPos) are those in your workforce that have a positive performance trajectory and a strong proclivity for learning and growth in their current role, as well as the potential to fill a new position.
HiPos are distinct from “high-performing” personnel in that they also represent “high potential,” or the ability to take on a broader range of work roles or handle the tasks and vital operations associated with leadership. They lead the team members to achieve a certain goal in time. They may each succeed in their functions, but it is essential to note that HiPos demonstrate managerial competencies that all of your top staff may not share.
For example, a good program manager who outperforms expectations will not always be considered a HiPo for leadership. Otherwise, an employee who exhibits leadership skills and aligns with company culture surely shows HiPo leadership qualities. Hence, they might be considered for managerial roles.
How do you spot high potential employees in your workforce?
Identifying employees for the company with high leadership capability can benefit both parties. Having such talent in the organization is highly profitable and saves time and money for the employer. More than anything, as an employer, you’ll be able to focus on growing your HiPo individuals so they’d be prepared to take on leadership roles when the time comes.
Employees will also see that their employer recognizes their unique capabilities and motivation. Hence these little actions will help the employer in retaining the employees. As a result, this creates a good image of the company in the market and among job seekers.
So how do you identify these talents in your team? Let me take you through some crucial clues to look for when selecting talent with high potential.
What are the characteristics of high potential (HiPo) employees
I have mentioned a few characteristics a High potential employee represents.
1. They demonstrate leadership skills:
A HiPo employee will jump at the chance to take on a leadership role, such as project management. Even if it is outside their normal responsibilities, they will take such a task and get it done.
2. They stand for the organization’s future goals and beliefs:
Employees at HiPo do not work simply for money. They care deeply about what they stand for and what their organization stands for. In many cases, they align their beliefs and organizational beliefs. Hence they care deeply about the company’s objective and want it to thrive.
3. They perform well under high pressure:
This is one of the most important characteristics shared by high potential individuals. Their ability to remain calm under a high-pressure situation helps a lot. Hence these individuals help to deliver the objectives or complete the task under high pressure. Thus this is part of what qualifies people for leadership positions.
4. They can work independently and with the team:
HiPo personnel can use their initiative and don’t require a lot of direction. They are, nevertheless, good at communication and engaging and leading others well.
5. They have a high emotional quotient (EQ):
Emotional Quotient plays an important role in communication and building relations. Therefore a HiPo personnel can regulate emotions and communicate and understand the person in front. This way, they can address every responsibility effectively.
6. They are eager to grow and gain new skills:
High potential employees seek learning opportunities because they believe they will help them develop in their careers. So to keep themselves updated with the current trend and new methods in the market, they keep learning.
7. They are good at receiving constructive feedback:
HiPo staff are eager to grow and expand their talents to advance. These characteristics indicate that they are open to input and that their job performance will likely improve.
How do you spot and test high-potential candidates?
Now that we know what the characteristics of a HiPo employee are. So by conducting the required skill tests and other methods, you can spot the HiPo talent in your organization. Let’s get to know the ways to identify these candidates.
1. Choosing the best software tool for accurate HiPo assessment.
2. Conducting high-potential evaluations like situation-based tests to identify HiPo personnel.
3. Sensing exercise to determine firms’ main competencies in their HiPo workers.
4. Develop personalized development programs for each employee to aid in their rapid advancement.
Therefore, the HiPo candidate’s results show a higher likelihood of excelling others in the same function and displaying unique managerial potential. On the other hand, they also have a high future propensity for taking on larger tasks and challenges in the future.
Now that you have got the idea for your employees. So the next question is how to develop them. So let us get to know the methods to be used in developing HiPo employees.
What are the methods for developing your HiPo employees?
Just because your employees have passed the test and interviews and SJTs does not mean they are leaders. True leaders are developed through patience and understanding. They are tested on each step to get the gist of the future. This way ensures employers that such HiPo employees take on leadership roles when the time comes.
Skill evaluation test:
Using the right employee assessment tools will help an employer identify HiPo’s strengths. These exams might also identify any areas in which the employee is already adept so that they can concentrate their efforts. On the other hand, this will help employers show their weaknesses. So, improving the HiPo employees ahead of time allows you to avoid them taking on a leadership job only to discover they lack a crucial characteristic.
Provide training programs:
As they say, leaders are born to be leaders. I believe some leadership capabilities may come easily to HiPo employees. However, they can require training that prepares them for a managerial or leadership job in a company. To develop this HiPo talent, an employer should create a high-potential employee program. Such programs and role-specific learning will help you ensure that your HiPo employees are ready for a promotion.
Giving more responsibilities:
As we discussed above, HiPo employees like to take on new challenges. So employers should encourage these individuals to socialize consistently in order to acquire more knowledge about the various aspects of the organization. So with this, they can create more opportunities and responsibilities for HiPo’s. These opportunities might help them prepare for the pragmatic aspects of leadership.
To recognize and reward HiPo individuals:
Rewards and appraisals are effective methods for motivating HiPo employees. Performance has typically been the primary emphasis of these methods. Despite all, success must be recognized and celebrated. A proper reward and appraisal system in the company will keep your HiPo motivated. As a result of this, they perform consistently and complete goals.
Considering all the above aspects, having a HiPo employee helps a lot. HiPos play a crucial role in the entire process and future strategic actions. So identifying, developing, and maintaining future potentials can considerably improve an organization’s ability to deal with current and future transitions. Hence, the right strategy, tools, and tests can help organizations to identify untapped potential. Also, make high-potential employee identification a crucial part of their business strategy.