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How do you measure and communicate the impact and value of high-potential talent to your organization?

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High-potential talent (HiPo) are employees who have the ability, aspiration, and engagement to perform at higher levels of responsibility and impact in your organization. They are not only valuable for their current contributions, but also for their future potential to lead and innovate. However, identifying, developing, and retaining HiPo talent can be challenging, especially in a competitive and dynamic market. How do you measure and communicate the impact and value of HiPo talent to your organization? Here are some tips to help you answer this question.

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1 Define your criteria

The first step is to define what HiPo talent means for your organization. What are the competencies, behaviors, and outcomes that you expect from HiPo employees? How do they align with your strategic goals, vision, and culture? You need to have clear and consistent criteria that can be applied across different levels, functions, and regions. This will help you avoid bias, confusion, and inconsistency in identifying and assessing HiPo talent.

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Henry Love

‘Top Voice’ | Autonomous Trading to Private AI: Secrets of Crypto + AI. | Executive | Investor | Founder | X: @henrylove0
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From my experience, measuring the impact of high-potential talent begins by defining clear criteria that align with an organization's strategic goals, vision, and culture. I believe that consistency in this definition across levels, functions, and regions is crucial to avoid bias and confusion. From my perspective, effective communication of their value hinges on demonstrating how these HiPo employees meet and exceed these established criteria.

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2 Use multiple sources

The second step is to use multiple sources of data and feedback to measure the performance and potential of HiPo talent. You can use formal tools such as assessments, appraisals, and surveys, as well as informal sources such as observations, recommendations, and testimonials. You should also consider the input of different stakeholders, such as managers, peers, customers, and mentors. This will help you gain a holistic and objective view of the strengths, gaps, and opportunities of HiPo talent.

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Henry Love

‘Top Voice’ | Autonomous Trading to Private AI: Secrets of Crypto + AI. | Executive | Investor | Founder | X: @henrylove0
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The measurement of high-potential talent's impact and value requires a holistic and objective view. I believe in utilizing multiple sources of data and feedback, including formal tools like assessments and informal observations from various stakeholders. This approach ensures a comprehensive understanding of HiPo talent's strengths, gaps, and opportunities, aligning with our organizational needs and goals.

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3 Communicate the value

The third step is to communicate the value of HiPo talent to your organization. You need to show how HiPo talent contribute to your bottom line, customer satisfaction, innovation, and reputation. You can use metrics, stories, and recognition to highlight their achievements, impact, and potential. You should also communicate the value of HiPo talent to themselves, by providing them with feedback, coaching, and career development opportunities. This will help you motivate, engage, and retain HiPo talent.

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4 Create a pipeline

The fourth step is to create a pipeline of HiPo talent for your organization. You need to have a succession plan that identifies the critical roles and skills that you need for the future, and the HiPo talent that can fill them. You also need to have a development plan that provides HiPo talent with the right experiences, challenges, and support to grow and succeed. You should also monitor and evaluate the progress and results of HiPo talent, and adjust your plans accordingly. This will help you prepare, deploy, and leverage HiPo talent for your strategic objectives.

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Kevin Lawrence

I Coach Entrepreneurial CEOs and Business Leaders | Keynote Speaker | Strategic Advisor | Coach for CEOs and Executive Teams | Actively Hiring Strategy Advisors
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First step of setting up a pipeline is having answers to the right questions. These are some guides to get started: 1. Overall, how can you help people thrive more now? 2. If they are an A-Player, how can you help them to sustain that level of performance? 3. If they're a B-Player, how can they become an A? 4. How can you help someone with potential get promoted to their next role? 5. How do you develop their successor? It’s a challenging process when you're just thinking of it for the first time, but as you start rolling the ball, you'll notice your plans start falling into place.

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5 Build a culture

The fifth step is to build a culture that fosters and rewards HiPo talent. You need to create an environment that encourages learning, feedback, collaboration, and innovation. You also need to model and promote the values, behaviors, and expectations that you want from HiPo talent. You should also involve and empower HiPo talent in decision making, problem solving, and change management. This will help you create a sense of belonging, trust, and ownership among HiPo talent.

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Ryan McGrath

Chief Executive Officer + President at Asset Living
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You never want to feel like the smartest person in the room. Everyone on your team should have something to learn from others, and conversely, should feel like there's something they can teach those around them. Your team should feel that excellence is the average, not a description reserved for top performers. Foster a culture of maximizers—people who have a strong focus on group success and finding the strengths in everyone around them—and watch your business transform.

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Lauren Niziol

Fractional HR Director and Recruiter | Empowering Growth for Companies with Multi-Regional Teams
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Creating an environment where HiPO talent can safely voice "mistakes" or "failures" is crucial since they have a tendency to take risks in order to propel innovation.

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6 Share best practices

The sixth step is to share best practices and lessons learned from your HiPo talent management process. You need to collect and analyze the data, feedback, and outcomes from your HiPo talent initiatives. You also need to identify the successes, challenges, and areas for improvement. You should also share your insights and recommendations with your senior leaders, managers, and HiPo talent. This will help you improve your HiPo talent management process, and demonstrate your commitment and accountability.

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7 Here’s what else to consider

This is a space to share examples, stories, or insights that don’t fit into any of the previous sections. What else would you like to add?

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Lauren Niziol

Fractional HR Director and Recruiter | Empowering Growth for Companies with Multi-Regional Teams
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HiPO talent views the organization from a holistic viewpoint. They may work in one department but they know all departments are connected. Investing the time to share with them the functions, status, performance, and plans of other departments will keep them further engaged.

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How do you measure and communicate the impact and value of high-potential talent to your organization?

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1 Define your criteria

2 Use multiple sources

3 Communicate the value

4 Create a pipeline

5 Build a culture

6 Share best practices

7 Here’s what else to consider

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