Managing High-Potential Employees

Name: Managing High-Potential Employees
Author: Khalid Gross

Learn how to manage high-potential employees

Preview the first lesson free — get full access to all 5 lessons.

Course: On-Demand

(bright jingle) An organization that hopes to retain exceptional employees needs a comprehensive management plan that will work with talent in the industry. The following lessons will explore how to manage expectations, offer professional development opportunities, establish mentorship programs, and set goals to further engage high potential employees. While organizations search for the right talent, high potential individuals search for the right organizations that will offer career-boosting opportunities. The best way to attract and retain talented employees is to understand their priorities and expectations when it comes to their professional work. Because high potential employees offer exceptional skills in their industry, they typically have high standards for their employer. Here's some of the common expectations that high potential employees share. They don't want to be micromanaged, a management style that focuses on close observation and control, because this makes them feel less empowered. They want to jump into leadership roles to exercise their skills and stay motivated. They like the responsibility of tackling more difficult projects, either independently or with a team of peers. They want to know that their initiatives are being recognized. They appreciate a company culture that celebrates logical reasoning and asking questions. They want to improve themselves and take advantage of new opportunities to learn. They are open to feedback and constructive criticism. They want to have an open dialogue about their career aspirations with their employer, and they want to be consistently engaged in their work. Organizations can invest in high potential employees by meeting their expectations and openly communicating what's expected of them. Here are some of the expectations that an employer may have when hiring or promoting a high potential employee. The employee will add value to a company in some way. They will dedicate time and effort to improving themselves and their quality of work with the help of company resources. The employee will exceed baseline expectations for their role. The employee will communicate openly about their professional goals, and they will ask for help if work becomes too challenging or overwhelming. High potential employees make up a small percentage of an organization, but they can contribute a great deal of value. The 80/20 rule, also known as the Pareto Principle, can help explain the inherent value of high potential employees. In this line of thinking, 80% of results come from 20% of action. This theory can apply to many aspects of business. For example, imagine that a marketing company has a hundred employees, but only 20 of those employees are responsible for generating leads each month. If 80% of sales come from the leads of those 20 employees, then they are the driving force for the majority of the company's earnings. The Pareto Principle can help explain why high potentials are worth investing in for any industry. If a company's success is tied to a small number of leaders, then it only makes sense to focus on giving those leaders appropriate resources and support. Understanding how to communicate expectations can create a mutually beneficial relationship between employees and employers. High potential employees can contribute to the success of an organization while the organization can contribute to an employee's professional growth and fulfillment.

Intermediate Provider : Khalid Gross 5 Lessons · 15m in Arabic, German, English, Spanish, French, Portuguese, Chinese

Course Description

This course explores proven methods of successfully managing high potential employees. It addresses the benefits of professional development opportunities, mentorship programs, goal-setting techniques, and expectation management.

What You'll Learn

Identify the needs and expectations of high potential employees
Apply the Pareto Principle to understand the value of high potential employees
Integrate leadership and professional development opportunities into your organization
Establish mentoring and coaching support to engage and retain high potential employees
Set new goals and offer "stretch" opportunities for high potential employees
Manage expectations through structured discussions with high potential employees

Key Takeaways

The course presents proven methods for successfully managing high potential employees.
Professional development opportunities and leadership development help engage high potential employees.
Mentoring and coaching support are important for engaging and retaining high potential employees.
Setting goals and offering stretch opportunities supports the growth of high potential employees.
Managing expectations is a key element of managing high potential employees.

Frequently Asked Questions

What does this course cover?

The course explores proven methods of successfully managing high potential employees, including the benefits of professional development opportunities, mentorship programs, goal-setting techniques, and expectation management.

What skills will I gain from this course?

The course develops skills in People Management, High Potential Programs, High-Potential Development, Human Capital Management (HCM), Human Resource Management, and Talent Management.

What lessons are included in this course?

Lessons cover discussing expectations, providing leadership and professional development opportunities, establishing mentoring and coaching support, setting new goals and giving stretch opportunities, and a Test Your Knowledge assessment.

How does the course explain the value of high potential employees?

The course teaches how the Pareto Principle applies to the value of high potential employees.