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“Motivating employees to work at their full potential is the main premise of successful management.” – Eraldo Banovac, energy expert and university professor Rare is the workplace sta몭ed with cookie-cutter employees. There are always the gems who stand out on account of being very e몭cient at their tasks, skilled at training and developing new hires, and picking up the most bonuses, promotions, or other incentives. Remember, though, that high performers are not necessarily high-potential employees (HiPos).
Who is a HiPo? According to Bersin by Deloitte, a HiPo is a person with “the potential, ability, and aspiration to hold successive leadership positions in an organization”. Such a person typically is a team member whose key qualities make him/her a highly bene몭cial contributor to the future success of the business.
Why are HiPos important? HiPos are estimated to be 91% more valuable than non-HiPos, due to their key role in the
endeavor toward long-term success. They are instrumental in succession planning and in optimizing business objectives.
How can HiPos be identi몭ed and nurtured? Instinct and ad hoc decisions are poor tools to pick out a HiPo. Better choices include intermittent testing of competencies, managerial feedback, and comparing individual and team performance. Developing them requires tasking them with more challenging assignments than other employees would pick. They do not do well with micromanagement and prefer more autonomy and trust. Personalized development plans are instrumental in boosting the chances that they live up to their potential. To learn how to identify, manage, and nurture high-potential employees, the best HR and talent management certi몭cations are wise choices. A candidate with a talent management certi몭cation can take on higher responsibilities in managing talent and picking the right candidates to help the company achieve its goals and generate higher value.
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