How do you define and measure high potential in your employees?

2 Step 2: Collect multiple data sources

The second step in measuring and evaluating high potential employees is to gather data from multiple sources. Relying solely on performance reviews may not be enough to provide an accurate picture of an employee's potential. A combination of objective assessments, subjective assessments, and self-assessments should be used. Objective assessments are standardized tests or tools that measure cognitive ability, personality, skills, or behaviors. Subjective assessments are evaluations or ratings by managers, peers, or other stakeholders, while self-assessments are surveys or reflections by the employees themselves. Subjective and self-assessments can provide insights on an employee's performance, potential, and fit, but may also be influenced by biases, preferences, perceptions, self-awareness, confidence, or honesty.

3 Step 3: Analyze and calibrate the data

The third step is to analyze and calibrate the data you have collected to identify and rank high potential employees. You should use a systematic and consistent process to compare and contrast the data across different sources and criteria, involving multiple decision-makers to ensure fairness and accuracy. Weighting and scoring, grouping and categorizing, and plotting and mapping are all methods to help analyze and calibrate the data. Weighting and scoring involves assigning different weights and scores to each criterion and data source based on their importance and relevance. Grouping and categorizing is a method of grouping employees based on their performance and potential levels, while plotting and mapping involves plotting them on a visual tool with colors, symbols, or labels indicating different levels of potential and performance.

4 Step 4: Communicate and act on the results

The final step is to communicate and act on the results of your high potential identification and assessment. You should share the results with employees, their managers, and other relevant stakeholders, as well as provide feedback, recognition, and development opportunities for high potential employees. To do this, you could hold feedback sessions where you explain the results and rationale behind them, while listening to the employees’ reactions. You could also implement recognition programs to acknowledge and reward high potential employees for their achievements and contributions. Additionally, you could create development plans to provide high potential employees with learning and growth opportunities that are tailored to their career goals and the organization's needs.