Managing High-Potential Employees

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(bright jingle) An organization that hopes to retain exceptional employees needs a comprehensive management plan that will work with talent in the industry. The following lessons will explore how to manage expectations, offer professional development opportunities, establish mentorship programs, and set goals to further engage high potential employees. While organizations search for the right talent, high potential individuals search for the right organizations that will offer career-boosting opportunities. The best way to attract and retain talented employees is to understand their priorities and expectations when it comes to their professional work. Because high potential employees offer exceptional skills in their industry, they typically have high standards for their employer. Here's some of the common expectations that high potential employees share. They don't want to be micromanaged, a management style that focuses on close observation and control, because this makes them feel less empowered. They want to jump into leadership roles to exercise their skills and stay motivated. They like the responsibility of tackling more difficult projects, either independently or with a team of peers. They want to know that their initiatives are being recognized. They appreciate a company culture that celebrates logical reasoning and asking questions. They want to improve themselves and take advantage of new opportunities to learn. They are open to feedback and constructive criticism. They want to have an open dialogue about their career aspirations with their employer, and they want to be consistently engaged in their work. Organizations can invest in high potential employees by meeting their expectations and openly communicating what's expected of them. Here are some of the expectations that an employer may have when hiring or promoting a high potential employee. The employee will add value to a company in some way. They will dedicate time and effort to improving themselves and their quality of work with the help of company resources. The employee will exceed baseline expectations for their role. The employee will communicate openly about their professional goals, and they will ask for help if work becomes too challenging or overwhelming. High potential employees make up a small percentage of an organization, but they can contribute a great deal of value. The 80/20 rule, also known as the Pareto Principle, can help explain the inherent value of high potential employees. In this line of thinking, 80% of results come from 20% of action. This theory can apply to many aspects of business. For example, imagine that a marketing company has a hundred employees, but only 20 of those employees are responsible for generating leads each month. If 80% of sales come from the leads of those 20 employees, then they are the driving force for the majority of the company's earnings. The Pareto Principle can help explain why high potentials are worth investing in for any industry. If a company's success is tied to a small number of leaders, then it only makes sense to focus on giving those leaders appropriate resources and support. Understanding how to communicate expectations can create a mutually beneficial relationship between employees and employers. High potential employees can contribute to the success of an organization while the organization can contribute to an employee's professional growth and fulfillment.