How do you define and measure high-potential employees in your organization?

To assess potential criteria when defining and measuring high-potential employees, start by identifying the specific competencies, skills, and behaviors that are critical for success in your organization. Consider the unique demands and challenges of your industry, as well as your company culture and values. Use a combination of quantitative and qualitative methods to evaluate employees' potential, such as performance reviews, behavioral assessments, and 360-degree feedback.

Behavioral potential is much more important while accessing basic potential criteria. If the employee shows great technical or objective potential but lacks basic behavioral fitment potential that employee may be your key or core player, but will seldom become a consistent star. Therefore while setting the potential criteria it becomes necessary to add more weightage to the Behavior and related aspects especially when it comes to the employees career and or growth dimensions within the organization.

One of the ways HR professional miss this opportunity is reviewing a candidate’s work experience as it relates to the intensity of said experience. We’ve created a calculator that considers the candidates potential. Based on their total experience. https://wgprepare.org/employment-support/ols/products/work-experience-calculator

Defining high-potential employees typically involves identifying individuals who have the capability and willingness to take on more challenging roles and responsibilities within the organization. These employees often demonstrate exceptional performance, leadership qualities, strategic thinking, and the potential for growth and development.

Identifying an organizations internal pipeline of talent requires collaboration and calibration. An organizations HR team can and should assist senior leaders and other key stakeholders with assessing talent on a continues basis. Implementing a talent review process in HR is a systemic and structured approach to evaluating the potential and performance of employees . The process should include individual assessments, group discussion and the creation of development plans. This process can also help identify areas where the organization may need to invest in additional training and development programs to ensure it has the talent it needs to achieve its strategic goals.

Identifying potential pools is essential when defining and measuring high-potential employees in your organization. To do this, you need to look beyond just job performance and consider other factors such as leadership skills, strategic thinking, and adaptability. Look for employees who have consistently demonstrated these qualities and have the potential to take on more significant roles in the future. It's also important to consider diversity and inclusion in potential pools to ensure that all employees have equal opportunities for advancement.

Utilizing e.g. assessments, performance review and other data points around your high potentials, you can establish individual development plans that align with the potential criteria, but fitted to the individual. Doing this means a big investment in your HIPO population and should be flexible and adaptable to an ever changing world. Ensure goals are set clearly to manage expectations for the organization and the individuals.

All people have potential, is a big responsibility from the leader to identify if the person is in the correct role/function to thrive. It can also happen that the person does not have pontential to thrive in your organization, but this does not mean she/he does not have potential, it is just in the wrong place/role/organization.