![]() For an organization’s long-term success, the wisest approach is to identify and cultivate career-oriented High Potential (HiPo) employees who, research shows, deliver 2-6 times more return than average workers. Therefore, assessing talent potential should be viewed through the lens of maximizing current employees, now, and for the future. One can recruit top performers continually, only to have them leave for greener pastures or stick around just long enough to pad their resumes. Skilled managers understand that to win the business game, it’s not necessarily about hiring the right people but rather understanding each employee’s personality, behavior, and motivation to structure the best teams for optimal results. If you aren’t in the HiPo program, then sometimes that may be an opportunity in itself.High potential exists in every employee. ![]() Many employees make great use of them and go on to become excellent leaders.Īt the same time, don’t build your confidence around whether you are selected. The Gig Economy means that talented freelancers don’t have to rely on arbitrary metrics and the decisions of line managers to achieve success.ĭon’t take it the wrong way. They move laterally to develop robust skillsets and are more fluid in the job market. The new generation of employees aren’t strictly focused on making their way up the corporate ladder in a single company. ![]() ![]() to be patient and put in the extra hours to perfect their skills and make strides when it comes to their craft. You should challenge yourself, work hard in silence and prove them wrong." He was, in other words, prompting the kids to do what professionals who miss out on HiPo programmes should be doing i.e. As Cypriot sailor, Pavlos Kontides, who finished last in one of his first ever Laser races early in his career and then became the first Cypriot athlete ever to win an Olympic medal for his country, said recently when addressing kids at a local primary school, "if people don't know how good you are then use it to your advantage. If you miss out, make it a strength and aim to differentiate yourself in other ways. HiPo doesn’t necessarily guarantee or reflect success. There are countless similar cases to be found in every organization. She never made it into the HiPo group while employed at Microsoft, but was praised, given promotions, and received company awards. Jessica Jobes, the founder of marketing company Mint CRO, shared some of her own experiences in an interesting blog post. Managers that choose employees for the programs typically have a bias for those who most reflect their own qualities and perceived strengths. It’s important to stress that missing out on a HiPo program isn’t a real reflection of your current ability or future potential. 27% don’t measure the effect of HiPo engagement, while 21% don’t even measure retention of employees who enter a program. One reason that companies fail to realize meaningful benefits is that they lack analytics to track progress and make decisions. In the companies that get things right, HiPo can result in employees that exert 21% more effort than those outside of a program. We can look to some solid research data to show that HiPo programs, at least as they exist today, don’t always work.Īccording to Gartner Research, 73% of programs don’t provide any meaningful return on investment, but this doesn’t suggest that they don’t work altogether. What Do the Statistics Say About HiPo Programs? Individuals who don’t succeed in a HiPo program may even find themselves cast aside and passed over for future opportunities. If they fail to achieve the results that a HiPo program implies, they could lose confidence in their own abilities. It can also disadvantage employees selected for HiPo programs. This can lead to employers wasting resources on talent that doesn’t end up panning out. Just because an employee has performed above their current position, it doesn’t necessarily correlate to potential for leadership, management, or other high-level areas of the business. It’s a common mistake made by some businesses. There’s a Fundamental Flaw in the Typical HiPo Programīefore you start refreshing your resume with one foot out the door, it’s important to consider why missing out on the HiPo program is not the end of the world.Ī large number of HiPo programs are generally flawed for one reason: They measure performance rather than potential. To be blunt, it can feel like you are just not good enough.īut are HiPo programs a meaningful measure of success and potential? Is your career done when you are overlooked for such programs at work? For those on the outside, there’s a feeling of being left out and undervalued. These programs can be amazing opportunities for the individuals in them. Many of the most successful companies maintain High Potential (HiPo) programs to identify, train, and prepare the employees who they feel will become the leaders of tomorrow.
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