Think about the members of your current team and you can probably easily identify several individuals who stand out from the crowd. This could be for many different reasons - perhaps they are highly efficient in terms of work output, or maybe they have an aptitude for training and developing recruits. Often, these are the first people you think of when it comes to putting staff forward for promotions, bonuses or other incentives.

But while these shining stars might have plenty of good points, can they truly be described as high potential employees?

In this article, HRavailable is discussing the traits of high-potential employees and how to identify them.

What is a high potential employee?

A high potential employee (HiPo) is someone with the ability, engagement, and aspiration to rise to and succeed in more senior, critical positions. They possess the intellect, appetite, and leadership orientation to rise to more complex positions within the organisation in a specialist or leadership capacity.

These employees are ambitious and take initiative in all their tasks. They have the potential, ability, and aspiration to be successful in leadership positions. Typically, HIPOs excel in their current roles and have a hunger for more responsibilities. They have a strong will to grow in their role and overcome any obstacles they may encounter.

Whether you are still exploring the idea of introducing a HiPo program to your organization and want to understand how you can identify the right candidates, or you are looking to optimize your HiPo identification process, this guide from HRavailable will be helpful for you.

Characteristics of a high potential employee

The characteristics of a high potential employee (sometimes referred to as HiPo’s is likely to vary between organisations, however, they can generally be described as being:

• Talented in their job role
• Keen to pursue leadership opportunities
• On board with company culture
• Empathetic and emotionally intelligent
• Calm under pressure
• Collaborative workers who perform well in groups
• Able to use their initiative and work autonomously
• Trusted and respected by their colleagues
• Open about their personal career goals
• Happy to receive feedback and adjust their performance accordingly
• Willing to take on responsibilities outside of their job description
• Motivated to develop new skills
• Interested in the future success of the company

How are high potential employees identified?

Many organisations lack a standardised or analytical method for identifying high potential employees. Instead, they rely solely on the instincts of management staff or ad-hoc observations as part of the performance management or appraisal process.

However, there are tools and approaches which can help to identify high potential employees.

Some organisations are becoming more scientific in their approach and adopt tools such as the High-Performance Trait Indicator (HPTI) developed by Ian McRae and Adrian Furnham in 2006. It was designed using an ‘optimality’ model, which assumes that certain personality traits can be considered ‘optimal’ according to the requirements of a job role. It is designed to measure Conscientiousness, Adjustment, Curiosity, Risk Approach, Ambiguity, Acceptance and Competitiveness. Responses are reviewed to determine the employee’s potential.

The first step to identifying HIPO employees is observing your employees to see who has the management or supervisory skills necessary to lead your team in the right direction. There are certain criteria for identifying high-potential employees. Criteria may include knowledge, reputation, and certainty. Other common traits include:

• Takes the initiative and Has a Desire To Lead — High-potential employees take the initiative to help whenever they can. HIPOs are willing and able to take the reins and ensure your team accomplishes your goals, going above and beyond their job description to help fill the gaps in your company.
• Has an Entrepreneurial Mindset — HIPOs are forward-thinkers. They are well-versed in all aspects of the business and are always looking at the overall picture. Your HIPOs will be employees who are invested in your company goals and work to support their teams when needed.
• Makes Decisions and Acts on Them — It is important to have someone who can make a decision and stick to it. More importantly, your organization needs someone who can execute decisions when needed.
• Flexible in Fast-Paced Environments — Most businesses today operate at a warp speed. HIPOs need to be flexible and adapt to changes as they come. Your high-potential employees should be able to make quick changes when needed.
• Committed and Engaged — These employees are loyal to the goals of the company. HIPOs also love asking questions. It could be for clarification or asking for more information to gain a deeper understanding of their tasks. Still, your high-potential employees have an innate desire to learn and a curiosity to take your team to the next level.
• Fosters Positive Relationships — Employees who can develop positive internal and external relationships are well-fitted for leadership roles. The ability to form meaningful and positive workplace relationships helps keep your team motivated and engaged.
• Performs Leadership Duties — Employees who perform leadership roles are considered a high-value asset to your team. HIPOs are also your employees who need little-to-no direction. They are able to take a task and run with it, meaning you’ll spend less time guiding and supporting them along the way.
• Talented at Their Job — Finally, potential HIPOs are employees that excel in their current roles. The employees best equipped to be future leaders are always working their hardest to push themselves and their team members in the right direction.

Identifying high-potential employees will benefit your company in the long run. Knowing which employees you can trust with various tasks and projects to achieve your company goals is important. When organizations identify and develop their HIPO employees, they often see many benefits to their processes and business functions.

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