How can you spot high-potential employees with HR metrics?

1 Performance and potential matrix

One of the most common tools to assess high-potential employees is the performance and potential matrix, also known as the 9-box grid. This matrix plots employees on two axes: performance (how well they meet their current goals and expectations) and potential (how likely they are to succeed in future roles and challenges). The matrix helps you categorize employees into nine segments, such as high performers, high potentials, underperformers, or solid contributors. You can use HR metrics such as goal attainment, feedback ratings, or competency scores to determine the performance and potential ratings of each employee. The matrix can help you identify high-potential employees who may need more development, recognition, or career opportunities.

3 Engagement and retention

A third factor to consider when spotting high-potential employees is their engagement and retention. Engagement is the degree of commitment, involvement, and enthusiasm that employees have for their work and organization. Retention is the ability to retain employees and reduce turnover. High-potential employees are engaged and loyal. They are motivated, aligned, and satisfied with their work and culture. They are also less likely to leave or look for other opportunities. You can use HR metrics such as engagement scores, retention rates, turnover costs, or exit interviews to measure and monitor the engagement and retention of your employees. You can also use employee surveys or pulse checks to understand their needs and preferences.

5 Innovation and creativity

A fifth element to pay attention to when spotting high-potential employees is their innovation and creativity. Innovation is the ability to generate, implement, or improve new ideas, products, or processes. Creativity is the ability to think outside the box, find novel solutions, or explore different perspectives. High-potential employees are innovative and creative. They have a growth mindset, a passion for learning, and a curiosity for discovery. They can challenge assumptions, experiment with alternatives, and learn from failures. They can also foster a culture of innovation and creativity among their peers and teams. You can use HR metrics such as innovation indicators, creativity scores, idea generation, or project results to measure and track the innovation and creativity of your employees. You can also use creativity tests or exercises to stimulate their thinking and imagination.

6 Career aspirations and fit

A sixth factor to take into account when spotting high-potential employees is their career aspirations and fit. Career aspirations are the goals, interests, and values that employees have for their professional development and growth. Fit is the degree of alignment between the employees' aspirations and the organization's strategy, culture, and opportunities. High-potential employees have clear and realistic career aspirations and a good fit with the organization. They have a sense of purpose, direction, and autonomy in their work. They also have a willingness to take on new roles, responsibilities, or challenges that match their aspirations and fit. You can use HR metrics such as career plans, development goals, career conversations, or mobility rates to measure and support the career aspirations and fit of your employees. You can also use career assessments or coaching to help them explore their options and potential.

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?