In other words, potential is about a lot more than just hitting or exceeding sales goals or other performance metrics, even if that does play a role. Employees who are strong in all of these areas, Burke says, are 11 times more likely to succeed in a senior role than those most lacking across all areas. According to CEB, 46 percent of employees brought into leadership development programs ultimately fail to meet their business objectives once they assume managerial roles.
But at least they get through them; the report also says that more than 50 percent of misidentified employees brought into these programs--employees who display high performance but not high potential--ultimately drop out before they're complete.
So companies are wasting a lot of time and energy--and potentially hurting themselves in the long run--by bringing the wrong employees into development programs.
Companies stand to cost themselves their best and brightest employees much more immediately by outright not offering leadership development opportunites. Only 23 percent of high-potential employees who are not engaged say they plan to stay at their current job, CEB reports, compared to 59 percent of those who are engaged.
Making sure they realize the opportunities within the organization--such as by putting them in a leadership development program--is one way to keep them excited about the company and their careers, Burke says. Those falling into the former grouping of those two areas will have a desire to run the show and to accept the risks and the rewards that come with it.
Being aware of this knowledge is critical when determining the reward and development strategies for these two similar, but distinct groups. Ian Cameron. With remote work stretching on, it raises the question of which skill sets are Join us every Tuesday and Thursday for new blog content on topics related to turnover, hiring, interviewing, assessment, development, and more.
The key difference is in the need for challenge and rewards. Related Posts. Comments No comments yet. Helping you and your business shine. English Vietnamese. High potential vs. Here are some distinct characteristics of these two types of employees: Acknowledge your top employees' effort These two types of employees are subtly different, thus, they require very different reward and recognition tactics.
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