High-Potential (Hi-Pos) employees, like cream, often rise to the top. Its likely you know several in your field of vision, but do you know them all? If you agree measurement is the first step in improvement, it makes sense to formalize your process for not only identifying Hi-Pos, but also determining what to do with them afterward. A bit later I will cover some tools that can help, but for now allow me to cover eight characteristics that Hi-Pos are said to have in common – per Indeed.com:
1. Hi-Pos employees tend to understand their work thoroughly enough that they need little direction or instruction from managers to complete tasks; they also…
2. Produce high-quality work;
3. Exhibit leadership;
4. Take initiative;
5. Are invested in company goals;
6. Have positive relationships;
7. Are highly adaptable; and
8. Tend to exhibit a competitive attitude …
Hi-Pos as a rule tend to be among those we count on to ensure success of key initiatives, growth, and for significant financial improvement. Given that the future trajectory of the company can ride on ability to select, inspire, train, and retain Hi-Pos, it makes sense to formalize processes around this group.
KeystoneHR has a number of tools that can help – including policies and initiatives for:
• High-Potential Selection and Development: DK98,
• Core Competencies – Expectations of a Manager: DK55,
• Leadership Development Program: DK46, and even
• An A-Z Succession Planning Package: PK5, originally developed for a Public Company.
KeystoneHR offers Best Practices focused HR and related policies and documents, training, consultation, and project work. With over 40 years of progressive HR experience in Fortune 500 companies and upper-end LLC’s, our team is poised to help. See our website – KeystoneHR.com. KeystoneHR – Best-in-Class helping Best-in-Class.
