Employees with high potential can bring tremendous value to your business. They are proactive and always look for solutions to problems.

Unlike many employees, who work only for the paycheck, high potential employees are invested into your company’s future and values. This is what makes them the perfect candidates for leadership roles.

They’re self-aware

The key to an employee’s success is their self-awareness. Employees can improve their performance by being aware of their strengths and weaknesses. If an employee excels at building relationships, but has trouble delivering on time, then they can fix this by reworking the processes.

Self-aware employees are also better able to take feedback from coworkers and managers. They can see their own mistakes and learn from them, which is an important benefit for future leaders. They can also manage conflict in the workplace better. Employees who are not self-aware may find it difficult to perform in high-pressure environments, which are often required in senior roles.

Identifying high potentials can be challenging because they often perform better than their peers. To identify HiPos, look for signs of their motivation and willingness to work hard, such as putting in extra effort in meetings or going above and beyond professional expectations. If an employee has a good understanding of their company’s brand and how they can use their skills to contribute to its success, they could be a HiPo.

A HiPo’s ability to adapt to changes is another important characteristic. A highly-adaptable employee can adjust to shifting work priorities and meet changing deadlines with ease. This skill is especially useful for companies experiencing rapid growth or a sudden change in leadership.

A high-potential employee is often a team player. They can work well together with their colleagues, and they have a positive attitude towards the direction of the organization. HiPos are motivated to advance in the company, and they feel invested in it’s success. They work hard to make sure their contributions are meaningful. They’re also willing to ask questions and take risks. Managers can encourage these traits in their high-potential staff by setting realistic goals and establishing a clear path for their career. They can even pair their high potentials with mentors to help them develop the skills and knowledge that are required for leadership roles. They need to be praised for their work. Employees who do not feel appreciated will look for other jobs that are more fulfilling.

They’re motivated

High potential employees have a strong desire to succeed in their current role and to progress within the organization. They often work beyond their job description and exceed their deliverables. They can handle a heavy workload and not burn out or become mentally exhausted. It’s vital to monitor and ensure they are receiving good support from their team.

You may notice them working longer hours, coming in early or staying later to finish projects. They are able set their own goals and understand the value of their contribution. A great leader is motivated by this type of motivation. They want their team to succeed, and they can motivate them to do so.

High potential employees are also capable of taking on new challenges and responsibilities. They’re not scared to step outside their comfort zones and are eager to learn as much from other senior staff in the organization. They might be willing to take on a management or leader role if they are able to handle the pressures of decision-making and the pressures that come with it.

High potential employees, despite their desire to advance in their career, are not selfish. They will always consider the company’s best interests. They are often willing to lend a hand and help their colleagues when they need it. This is a natural trait and cannot be forced. It helps to maintain the company’s culture and contributes to its success.

It is crucial to the success of your business that you identify and develop your high-potential employees. These are future leaders who can fill senior roles and responsibilities, bringing huge value to your organisation. If they aren’t nurtured, then they may leave to find a company who values them and allows for their growth. Investing in HiPos increases engagement and reduces turnover. It is important to recognize their achievements and give them the opportunity to progress in the business.

They’re lifelong learners

High potential workers are always learning. They want to increase their knowledge and skills so they can remain a productive team member.

They will take the initiative to find training courses or even self-study resources that can help them improve. They will also discuss with their mentor what areas they should improve. This is important because if an employee isn’t improving, they will be less effective and could potentially leave the company.

High potential employees are also quick to pick up their tasks and work process. This is an important part of what makes high potential employees great leaders. They can make decisions and respond to issues swiftly and efficiently. This ability will allow them to be more effective and help the company achieve its goals.

High potential employees are also known for their dedication to the goals of the company and strong work ethic. They will put in extra effort to achieve results and are often seen as role models for other members of the staff. This creates positive workplace relationships which increases productivity.

High-potential workers will often have long-term career plans and will work to advance to senior positions. They will also be able adapt to changes within the business and work well in teams. In addition, they will have a clear understanding of their company’s mission and values, which will further inspire them to achieve success.

A high-potential employee can be one of the most valuable assets to your business. Harvard University found that top-performing employees were 91% more valuable than those who weren’t high-potential. Finding and developing high-potential employees requires time and commitment. Managers should provide feedback to employees in areas where they are not performing as expected. They can also arrange for further training and development. This will allow them to better understand the steps they must take to reach their goals and achieve their aspirations.

They’re excellent leaders

Many employees can be labelled as high-potential employees. These individuals are often overlooked, and it is important to identify them. They can become future leadership and play a vital role in succession plan.

These employees often do more work than they are supposed to and complete their tasks well ahead of their deadline. They also seek opportunities for growth and training. They can often coach and mentor others in their own department. They know the company’s goals and values and integrate them into their everyday work.

They are also highly committed to the mission of the company and show high levels of engagement in their job. These qualities are very valuable in the long term and it is important that these individuals are recognized and nurtured to ensure their retention.

Identifying the characteristics of a high-potential employee can be tricky, but it’s essential to know what to look for. They can be first to solve a problem or are always looking for ways to improve. They can usually grasp new tasks quickly and easily, and will often make it clear that their goal is to move into management.

To test the qualities of a high-potential employee, you can give them stretch assignments in other departments or put them in a position where they are co-managing a team. It’s also a good idea to bring them to conference meetings, operational business meetings and any other opportunity that will allow them to network and learn from current leadership in the company. Make sure they are able to receive constructive criticism and feedback as this is a critical element in their development as a leader. Providing these individuals with opportunities to develop and succeed will increase their loyalty to the company. This will help the company achieve its long-term strategies and goals. Ultimately, it is worth the investment to find and nurture these employees.