This quality is measured by employees who are ambitious, self-starters. Employees who demonstrate the ability to learn quickly tend to embrace change, new ideas and career development opportunities more than those who don’t.
#Hipo employees how to
If your organization has an employee who can adapt and learn how to navigate difficult work tasks, situations and/or new business needed software–they just might have themselves a HIPO employee. With experience comes respect, people will generally feel better working for someone who has the “know-how” rather than someone placed in the position without much practice. These employees often have experience in leadership positions at other companies, school projects and extracurricular functions outside of work. Various experiences in aspects of business, management or production can be a good indicator of a HIPO employee. The more skills they demonstrate, the higher their potential will be. If an employee exhibits aptitude in other areas than just their basic job functions, they may be a HIPO candidate. This is based off learned skills or innate qualities. How to identify and retain high potential employeesĪccording to EmployeeConnect, there are five possible key characteristics HIPO employees demonstrate daily, regardless of what department they are in within an organization: How to identify high potential employees
In healthcare, this may result in much higher error rates, illness, and other very expensive costs (which are not seen by HR) Customer service and errors (new employees take longer and are often less adept at solving problems).Lost engagement (other employees who see high turnover disengage and lose productivity).Lost productivity (a new person may take 1-2 years to reach the productivity of an existing person).Cost of onboarding a new person (training, management time).Cost of hiring a new person (advertising, interviewing, screening, hiring).If high potential employees leave, how much does it cost to replace them?Īccording to Josh Bersin, Principal and Founder, Bersin, “The total cost of losing an employee can range from tens of thousands of dollars to 1.5-2x their annual salary.” He notes the “total costs” can be added up by this criteria: But first, let’s quantify why it’s important that management create objective to boost employee morale and identify who their HIPOs are before they leave for other opportunities. There are many different strategies and tactics management can focus on when trying to figure out who in their workforce is ready to be molded and who isn’t. Especially, if those in charge don’t have clear definitions of what makes an employee HIPO. Spotting and nurturing high potential (HIPO) employees for leadership positions within an organization isn’t easy.
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