How inclusive or exclusive should organizations be when developing their employees’ talents? In a world of unlimited resources, organizations would surely invest in everyone. After all, as Henry Ford is credited as saying, “the only thing worse than training your employees and having them leave is not training them and having them stay.” In the real world, however, limited budgets force organizations to be much more selective, which explains the growing interest in high potential (HiPo) identification. An employee’s potential sets the upper limits of his or her development range — the more potential they have, the quicker and cheaper it is to develop them.
What Science Says About Identifying High-Potential Employees
Scientific studies have long suggested that investing in the right people will maximize organizations’ returns. In a world of unlimited resources, organizations would surely invest in everyone.In the real world, however, limited budgets force organizations to be much more selective, which explains the growing interest in high potential (HiPo) identification. If we are going to invest in the right employees, how do we find them? What are the key indicators that signal star potential? Research points to three general markers of high potential: 1.) ability (Is the individual able to do the job in question?); 2.) social skills (Can this person establish and maintain cooperative working relationships); and 3.) drive (is this person motivated to work hard, achieve, and do whatever it takes to get the job done?). Most organizations could probably upgrade their talent identification processes if they keep things simple and focus on these three generic markers of potential. Investing in these individuals will produce the highest ROI for your company.