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Hipo employee1/4/2024 Instead of jumping to fill positions because a high-potential employee seems like they would be a good leader, make sure their personality and skills match the position. Is your company expanding, or is a leader leaving or retiring soon? If so, this is the perfect opportunity to promote from within, if there is a HIPO with the correct background for the job. As an organization, think about developing these high potentials for succession planning. Managers should start by having a conversation with their respective HIPOs about their interests and where they’d like to go within their careers. So, how do they fit within your organization’s plans? Succession Planning Once your company has identified high potential employees, you now want to develop and retain them. How to Develop High Potentials to Retain Talent Having employees in-house that can step up to the plate when a higher level position opens greatly reduces the costs of hiring a new employee. Succession Planningĭeveloping high potentials can help with your company’s succession planning as well. They have the insight and experience necessary to develop more high potentials and grow the talent pool. HIPOs can help identify and develop potential in others. HIPOs receive increased opportunities, but they can also help develop others. Means they don’t require as much training. That’s likely how they got to where they are today. High potentials are used to going above and beyond, and High potentials want to have a plan of where they are headed and how they will get there. Committed & EngagedĮmployees that feel like they have a career path within the company have been recognized for all their hard work are more likely to stay with your company. Recognizing who is high potential in your organization has benefits for both parties involved. VIEW INFOGRAPHIC Benefits of Identifying HIPOs Check out this infographic for tips on preparing younger workers for leadership positions: Instead of looking for obvious candidates for leadership roles based on performance alone, consider individual contributions, and their personality traits. Some employees are content with the status quo. They seeĬhallenging situations as growth opportunities and don’t walk away when theĭesire to lead: Not everyone has the desire to move up and lead a team. High-stress situations, which is a great quality for a leader to have. Whatever is thrown their way, and they are resilient. Manages stress: These employees are ready for To grow and learn new skills from experiences. Tasks they aren’t necessarily responsible for. Willingness to take on new projects: HIPOs have the desire to take on additional responsibilities and Guide your managers to take time to chat about this in one-on-one meetings. Pro tip: Make sure HIPOs aren’t taking on too much and becoming overworked. HIPOs are eager to learn and take on more work. High potentials take initiative, they don’t wait around to be told what to do. Takes initiative: Just being driven to succeed isn’t good enough. Rather than just doing what they need to do, HIPOs look at the entire business and sees how their contributions contribute to the overall success of the company. High performers strive for great work, but a HIPO aims even higher. Now that we know how detrimental it can be to mistake a high performer for a HIPO, how do you spot the difference? Here are some common traits of high-potential employees:ĭriven to succeed: HIPOs not only care about their career success, but also the success of the company. This not only takes the manager away from a position they excelled in, but can frustrate the employees and drive turnover. Have difficulty hiring and retaining talent.Īn example of this is a top performer in sales is promoted to sales manager, and they struggle to transition from killing sales goals to helping a team kill theirs. Unable to distinguish the difference between performance and potential, it will That’s why it’s important to identify high-potential employees as well.Įmployee for a high-potential employee can be costly. Many companies only promote top performers into management positions, but high performers don’t always make the best leaders since the responsibilities are very different. The main difference between these two types of employees is that a high-performing employee may excel in their role and have a desire to move up, but they don’t have natural leadership skills, the desire to learn the skills, or just don’t want to lead. The term high-potential employee is often used synonymously with high-performing employees, but there is a difference. How Are High Potentials Different from High Performers? These individuals take initiative and possess leadership skills. However, in general a HIPO is in good standing in their role but also shows skills that would be necessary for a managerial or leadership role too. Different companies have different definitions of high-performing employees (HIPOs).
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