High Potential Employees Bring Energy To The Workplace

Do you have an employee who is eager to take on new challenges? They are likely high potential employees. High potential employees make up a small portion of the workforce. However, they can provide huge benefits over the long-term. It’s important to identify them and nurture their ambition to increase engagement and decrease flight risk.

1. Drive

Everyone has the ability to be a high potential employee, but it’s not just about the skills and abilities – it’s about how they’re applied. Managers need to be able identify these people, and ensure they have the drive needed to progress in your business. This means that they’re constantly looking out for opportunities to develop themselves further. They are willing to take on new work, to seek out new challenges, and to think of innovative solutions to problems.

high potential employees

It is also important to note their ability to adapt to different personalities and situations both professionally and personally. This means they’re comfortable in stressful environments and can guide their teams through difficult times. They are usually proactive in the office, anticipating what they need to accomplish and completing it before their supervisors are aware of any issues.

High potential employees are often known for their willingness to innovate and to use creative ideas to improve business processes. They are usually very intelligent and see easily where the company could improve its products, service or workflow. They’re also very action-oriented. They’re not afraid of trying out new strategies, even if at first they fail.

HiPos also show a great interest in the values and mission of the company. They are often the ones to promote the brand within their networks as they believe in the goals of the company and want to help it achieve success. They are natural leaders and often become role models for other employees, motivating them to push themselves to the next level. It’s crucial to set up clear criteria for rewards and recognition. This includes financial bonuses and raises, as well as organic recognition like a mentoring relationship.

2. Passion

Passionate employees bring energy and dedication to the workplace, resulting in exceptional performance. They are motivated by themselves and are eager to tackle new challenges. They are also adaptable and flexible in changing situations. While some workers have difficulty putting their passion to work, high-potentials are able transform this trait into a focus on the company’s goals.

Managers should have open conversations about the future of high performers, particularly when they show signs that they wish to assume a leadership position. They may be looking for new assignments or cross training opportunities to learn about other areas of business. They are lifelong students and know how to translate their learning into results.

Some managers, however, remove high-potentials from their list of top performers because of a single mistake or temporary dip in performance. This can be a mistake, as high-potentials will often focus their energy on resolving the problem at hand.

Give them honest feedback and offer training to improve areas where they’re weak. This approach will not only keep these high performers engaged but will also allow them to develop into leaders that can drive innovation and success for your firm.

3. Self-starter

Self-starters have the ability to be leaders, which is a key characteristic for high potential employees. It’s important to remember that not everyone is naturally a self-starter. Some people require direction and structure from managers to perform at the highest level.

High potential employees often look for ways to improve the company’s performance and operations. They may, for example, ask their coworkers or customers for feedback or suggest new processes to make the work easier. They also have a clear vision for the future of the company. It’s therefore important for companies to give these employees leadership roles in the future.

Unlike many typical employees, who simply comply with their job duties to earn a paycheck, high potential employees want to further the organization’s goals and progress. They’re willing to step outside of their comfort zone and try new things, even if they don’t always succeed. They’re also eager to learn and grow. They may look for opportunities to learn more or ask their supervisors to provide regular training.

High potential employees should keep management informed of their efforts to improve the workplace. You could, for example, send your supervisor a weekly update via email about the work that you’ve done to bring transformational changes to the business. You should communicate your efforts in a respectful way to avoid appearing overbearing.

4. Adaptability

High potential employees are characterized by their adaptability and flexibility. This means they are able adjust their work style or priorities when workplace changes occur. These challenges are not obstacles to them, but an opportunity to grow and contribute to the success in the company.

These employees are also able to learn quickly, which allows them to adapt to new projects or tasks. They are able absorb knowledge quickly and do not require much guidance from managers. This makes these employees ideal candidates for future leadership roles. They can also be the leader in meetings or training sessions to show that they are able think on their feet.

A highly adaptable individual is also able make the change stick. They are able to implement ideas and solutions that are beneficial for the organization, even if they were originally opposed. They can use their critical thinking skills to assess feedback and other information, identify possible outcomes, and make the best decision for the situation.

In the end, these are people that companies invest in and want to retain. They are 91% more valuable than non-high potential employees in similar roles, and can cost a company up to 3.5x their annual salary to replace.

The ability to identify high-potential employees is a crucial part of any organization. The better you are at identifying them, the more successful your business will become. Understanding the qualities you should look for in high potential employees will help you to ensure that they continue shining and develop into future leaders.

5. Commitment

Most employees are satisfied to just do their job, and receive a pay check for the hours they spend working. High-potential employees are more invested in the future of the company. They are motivated to tackle challenges, deliver results and support their co-workers to achieve their personal goals.

They want to take on more complex tasks, responsibilities, and roles, not only for their own development but also because they are excited about the opportunities these roles will provide them with to further their careers. They are eager to learn from others and are not afraid of failure, as they understand that it’s part of the process and how to get back up.

HiPos are also entrepreneurial, meaning that they look out for the greater good of the company and can see where the company needs to grow or change. They may come up with new ideas that could help improve processes or even bring in more revenue. They are capable of making solid decisions and can assume leadership roles if needed.

When managers recognize high potentials, they should work with them in order to set clear and attainable milestones that will reward their hardwork and progress. They should also consider mentoring relationships that will expose them to senior leaders and nurture their growth. Managers should not reward employees solely on the basis of their performance, as this can create an imbalance of power that encourages immoral behavior.

A high-potential worker is one of the best assets that a business can possess. These are the people who drive the business forward. They take on leadership roles, lead projects and offer solutions to some of most complex problems that the organisation faces.

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