Breaks down 4 ways you can approach measuring potential of employees at your company.

2. Presenter Info
• Kris Dunn
• CHRO at Kinetix (RPO, Recruiting)
• Founder of Fistful of Talent , The HR
Capitalist
• Hoops Junkie
#halogen
• Tim Sackett
• President at HRU Technical Resources
• Blogger #1 at the aptly named Tim
Sackett Project
• Contributor at Fistful of Talent

5. #halogen

6. How well are organizations doing at
measuring performance & potential?
How well is your organization clarifying
performance measures for current and
future performance?
How well is your organization
effectively assessing potential for
promotion?

7. Senior leadership involvement and
accountability for HiPo Programs?
How well are you doing at keeping
senior managers involved and
committed to succession and HiPo
programs?
How well are you doing at talent
reviews to ensure
that promotable individuals are
being properly developed?

8. #halogen

9. How Do You Measure
Potential?
We’ll Give you 4 Ways…
Some Better than Others…

10. 1 - Using Company Values to Identify
Potential
• Rating employees on
exemplifying company values is
the most common use of Section
2 in Performance Reviews
• When used this way, the same
set of values measures the
potential of all in a company
• Pros – you already have it
• Cons – some values are really
hard to measure people on
• Can your managers draw a direct
line to the potential of an
employee by evaluating whether
they are meets or exceeds on a
company value?

11. If company values don’t
represent how people get
rewarded, they are
DEAD ON ARRIVAL
in their use in performance
and succession…

12. 2 – Using Competencies to Identify
Potential
• You know competencies – they’re a set of
behaviors that are deemed to be
important to a job and as a result,
measured.
• Competencies are the most scientific way
to measure potential
• Pros – Customize for each job, including
specific sets for leadership
• Cons – Too much variation at times to
create common language about what
potential is at your company
• Partners like Halogen have great
competency libraries.
• Easily treated as Section 2 in your PM
system

13. 3 – Using “Potential Factors” to Identify
Potential
• “Potential Factors” can be half
company value and half competency.
• They should answer the following
question: What do all high performers
in our company have in common
regardless of job?
• Potential factors show what it really
takes – behind the scenes – to be
successful in that freak show you call a
company.
• Can be used in place of values in
section 2 of your performance review

14. Some Potential Factor
Examples
• Innovates
• Drive/Ambition
• Smart/Figures Things
Out
• Gets Stuff Done
• Competes
• Likable/Command
• Influencer
• Grit

16. 4 – Using Simple Qualitative
Measures To ID Potential
• Is doing this better or worse?
• It depends
• If you’re doing P vs P for your entire
company, we like values,
competencies or potential factors. If
you’re doing it for leadership, we like
competencies or the subjective way
• To use the overall qualitative method,
create a scale – capable of being
promoted 2 levels or more above
current level, 1 level or “well placed”
• Many start with qualitative process
on leaders only, then grow it from
there

17. Important Considerations When
Thinking About Evaluating Potential
• You already measure
Performance, you’ll have to do
the same with Potential
• Rating scales are necessary to
move people on the 9-Box Grid
• Best practice – provide
descriptive anchors to
illustrate the behavior you’re
trying to describe at each
rating point in a value,
competency, potential factor
of raw qualitative measure

18. Examples of Anchors To Assist in
Rating Potential

19. Kris:
kdunn@kinetixhr.com
www.fistfuloftalent.com
Twitter: @kris_dunn
LinkedIn: www.linkedin.com/in/krisdunn
Tim:
sackett.tim@hru-tech.com
www.timsackett.com
Twitter: @TimSackett
LinkedIn: https://www.linkedin.com/in/timsackett
Connie:
ccostigan@halogensoftware.com
www.halogensoftware.com
Twitter: @ConnieCostigan
LinkedIn: https://www.linkedin.com/in/conniecostigan