Identify, Develop, and Engage High Potential Employees

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Organizations are struggling to retain top talent and succession plans for near-future demographic shifts, including the exodus of many seasoned employees due to retirement.
The cost of training is on the rise while average employee tenures are decreasing; organizations need to know who to develop for the long term.
Many organizations believe that investing in top talent, despite the benefits, is very expensive, and they cannot afford to do it.
Managers and leaders are not always aware of human capital implications, so they are not focused on developing employees for the future. Rather, they are focused on the business problems of today.

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Our Advice

Critical Insight

There is significant (return on investment) ROI for investing in high potential practices, and the most popular development initiatives are not costly. Organizations that identify high potential employees are almost twice as successful at succession planning as organizations that do not.
Successfully evaluating high potential employees requires a rigorous process that involves setting appropriate criteria and having managers collaboratively discuss employees.
For high potential identification to make a difference, organizations must commit to employee development and govern the program throughout the year, not just at performance appraisal time.

Impact and Result

Determine your high potential employees using foundational criteria, leadership criteria, and specific organizational criteria to identify the most likely high potential employees in your organization.
Calibrate the meaning of high potential employees with managers and leaders throughout the organization to evaluate employees objectively.
Evaluate employees in a collaborative fashion to get managers and leaders throughout the organization to support investing in the development of all high potential employees.
Develop high potential employees using tested and proven initiatives with consideration of their own personal preferences.
Monitor high potential employee practices throughout the year to ensure that managers are committed to developing your organization’s most important asset.

Identify, Develop, and Engage High Potential Employees Research & Tools

1. Learn how high potential practices can benefit the organization and develop high potential employees

Strengthen engagement from high potential employees and add benefit to the organization.

2. Understand how to set specific organizational criteria for high potential employees

Determine high potential criteria that are aligned with business needs.

3. Collect the high potential criteria in a central location and evaluate high potential employees

Establish clear definitions of all high potential employee criteria and identify the best candidates for advanced development opportunities.

4. Develop high potential employees

Foster increased career progression and effectiveness of high potential employees.

About McLean & Company

McLean & Company is an HR research and advisory firm providing practical solutions to human resources challenges via executable research, tools, diagnostics, and advisory services that have a clear and measurable impact on your business.

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Contributors

In March of 2012, McLean & Company conducted ten in-depth interviews with line of business managers, executives, and HR professionals to learn about their experiences with high potential practices.
During the same time frame, McLean & Company fielded a survey to better understand high potential employee processes. The survey attracted 115 respondents.