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How to Develop High-Potential Employees in Your Organization


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In this webinar, learn how to identify and develop your high-potential employees for future growth and success in your organization.

Published in: Recruiting & HR
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How to Develop High-Potential Employees in Your Organization

  1. 1. Cassie Whitlock Director of Human Resources BambooHR Libby Mullen Learning & Development Manager BizLibrary
  2. 2. It’s not a nicety; it’s almost a business imperative. – Bill Pelster, Deloitte Consulting LLP “ ”
  3. 3. “Employee turnover costs US companies about $160 billion a year.” Source: Gary Curneen, Professional Coach and Blogger 1 in 5 high-performing employees say they're likely to leave in the next six months. 1 in 4 of all employees say they're likely to leave in the next six months.
  4. 4. How do you identify and provide the right opportunities to help employees reach their potential?
  5. 5. How to Identify Employee Potential
  6. 6. People who use their strengths every day are six times more likely to be engaged. Focus on Employee Strengths
  7. 7. Tap into Performance Management
  8. 8. Managers’ Observations ● Current work ● Leadership competencies ● Job performance over time
  9. 9. A self-assessment should include: ● Consistency, 1-5 or 1-10 scale ● Open-ended questions ● Adaptability and future-thinking Self-Assessments & Feedback
  10. 10. “50% of high performing employees expect at least a monthly sit-down with managers, but only 53% say they are getting the feedback they want from their superiors.” –
  11. 11. How to Develop Employees
  12. 12. Not always your top performers ● Autonomous ● Emotionally Intelligent ● Driven Internally and Externally ● Lives out the company’s culture Who are HIPOs?
  13. 13. More Than Climbing the Ladder Broad Shoulders Deep Expertise
  14. 14. “The art of matching people to jobs that allow their deeply embedded life interests to be expressed.” – Harvard Business Review
  15. 15. ● Observe ● Listen ● Ask ● Challenge Customize with Job Sculpting
  16. 16. Establish Leadership Training from the Beginning
  17. 17. Coaching ● Communication ● Performance Management ● Business Acumen ● Emotional Intelligence
  18. 18. Mentoring ● Formal (the individual’s manager is not the mentor) ● Takes place outside the line manager relationship. ● Is focused on professional development that may be outside of the mentee’s area of work ● Interest of the mentor is personal in that the focus is on the mentee to provide support both professionally and personally ● Relationship may be initiated by mentor and/or matched by organization. ● Relationship crosses job boundaries
  19. 19. Mentoring: ● Mainly volunteer, and can provide help in developing outside the confines of the mentee’s work. Coaching: ● The responsibility of direct managers. Feedback and performance management are ways coaches can help employees grow. Mentoring vs. Coaching
  20. 20. ● Current leaders at organization ● Coworkers in same department ● Coworkers in in different departments Networking Opportunities
  21. 21. “Nearly 95% of HR leaders consider employee burnout to be the biggest threat to an engaged and productive workforce.” – Kronos Incorporated and Future Workplace Avoid Burnout
  22. 22. “Deeply embedded life interests do not determine what people are good at—they drive what kinds of activities make them happy. At work, that happiness often translates into commitment. It keeps people engaged, and it keeps them from quitting.” – Harvard Business Review Align with Life Interests
  23. 23. What strategies are you currently doing to motivate and retain employees? (Type in the chat)
  24. 24. How to Motivate and Retain Employees
  25. 25. Seek Employee Feedback
  26. 26. Challenge Employees ● Goal setting ● Provide resources for constant learning and development ○ “Learning cannot just be an afterthought—it must be a core focus of any strong organization,” says Kevin Griffin, an IT advisor at Falco Enterprises and former CIO of GE Capital. ● Increase responsibilities
  27. 27. BizLibrary’s values boards Motivate & Reward
  28. 28. Autonomy 1. Create boundaries 2. Give your employees “freedom to fail” 3. Provide the right tools to reach their goals
  29. 29. Manager One-on-Ones ● Create psychological safety ● Offer personal observations—not conclusions ● Ask open-ended questions ● Leave time for personal connection
  30. 30. ● Identify employees’ strengths, including those that are less visible ● Leadership training, coaching, mentoring, and networking opportunities for developing high- potential employees and avoiding burnout ● How to use feedback, recognition, rewards, and autonomy to motivate and retain your people Key Takeaways
  31. 31. Questions? Receive a free job posting on our ATS and full HRIS for one week. We will contact everyone within the next few days to set this up. BambooHR Schedule a demo of the BizLibrary solution. We’ll contact you shortly to set up a demo BizLibrary
  32. 32. Thank you! Follow BambooHR and BizLibrary on social media: |