![]() ![]() You should make an individualized career plan for each high-potential worker within your organization. These workers want to make an impact that benefits their employers, co-workers, and themselves.Īs far as retention goes, high-potential employees need a roadmap or a career plan. HIPOs view each added responsibility they take on as a stepping stone to their career advancement. High-potential employees jump at the chance to solve problems and assume leadership positions. People with high potential are lifelong learners who are always eager to pick up new skills, gain knowledge, and take on challenges that might intimidate others. HIPOs also work 21 percent harder than their peers, and they consistently produce outstanding results. More specifically, these workers bring 91 percent more value to their employers, according to Gartner. Research conducted by Gartner reveals that high-performance talent adds value to a company. By familiarizing yourself with the characteristics of high-potential employees, you’ll know which workers are worth a greater investment when it comes to development opportunities. ![]() While knowing who your high performers are is also crucial, identifying the HIPOs within your ranks is even more so because the future of your business may very well rest on their capable shoulders.įortunately, high-potential employees normally exhibit some characteristics that make them stand out from the pack. Whether you work in human resources or you’re a senior staffer charged with talent development, it’s important that you’re able to identify workers who have high potential. Characteristics of High-Potential Employees Too often, the folks in the latter group lack leadership potential, which is why you won’t hear their names discussed when a company’s succession plan is the topic of conversation in the C-suite. While high-potential and high-performing employees are both top performers in their current roles, the members of the former group have the proven potential to become senior leaders. HIPOs buy into teamwork wholeheartedly, and their ability to work with others makes them top contenders to step into leadership roles. High-performing employees work well on their own, but they don’t always work well with other team members. ![]() Whereas high performers have undeniable competencies that allow them to be successful, their career paths often look quite different from those of HIPOs. Unlike their high-potential colleagues, high-performing employees lack the innate and learned leadership skills and learning mentality that are required for people to step into senior roles successfully. Like HIPOs, high performers excel in their current roles, and they often exceed their goals. High-potential workers need little direction to complete their work, and they have aspirations to climb the corporate ladder and the skills to advance upward into senior management and leadership positions over time. High-potential employees have capabilities that exceed the requirements of their current jobs. If you’re eager to enjoy the benefits that typically accompany having HIPOs on your payroll, you might be wondering what a worker with high potential is and how that type of employee differs from high-performing employees. Difference Between High-Potential Talent and High Performers #HIPO EMPLOYEE HOW TO#HIPOs also have the ability to recognize the unique skills and knowledge that others bring to the figurative table, and they know how to apply those abilities for their organization’s benefit. They know how to use their abilities to enhance their employer’s growth and ultimate success. In general, high-potential employees are keenly aware of their own strengths and weaknesses. Since they’re always readying themselves for what lies ahead, these employees ease the stress involved in a company’s succession planning. HIPOs are eager to learn new skills and sign up for development opportunities, which means they’re always preparing for the next step in their careers. Workers who have high potential help their employers save money because they catch on to things quickly and don’t require as much training as their peers. That’s partly because these employees are highly productive, and they encourage others to be just as goal-driven. ![]() Research shows that organizations that identify and invest in HIPOs perform better financially. Given their comparatively high learning curve and quick progression, workers who exhibit high potential raise the bar for their colleagues and push them to excel. Compared to other workers, HIPOs learn and progress more rapidly. When you consider the benefits of having high-potential employees in your company, the answer to the question posed above becomes immediately obvious. Benefits of Having HIPOs in Your Organization ![]()
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