Retaining talent: the keys to retaining potential
High potentials (HiPos) are considered, in companies, as rising stars. Be careful, however, not to turn them into shooting stars!
If they have been detected as "key elements" within your company, it is likely that they are also in the sights of other organizations. In the current talent war, it is just as difficult to detect a high-potential employee as it is to retain them.
So how do you identify them properly and avoid letting them get away from HP? A few tips...
High potentials; know how to recognize your internal nuggets
An advertising campaign that hits the bull's eye, a technological innovation that changes everything, a commercial that pulverizes the objectives... Behind every great story, in a company, lies one or more talents. The whole point of an HR strategy lies in identifying them and in their ability to retain them. Here's how to identify them:
1- Drawing a portrait of your organization's high potential: needs differ, of course, depending on the business sectors, levels of responsibility, and corporate culture. Technical skills will therefore always be specific. On the other hand, the qualities sought are often recurrent: creativity, stress resistance, alertness, curiosity, ability to resolve conflicts, ambition, communication skills, leadership, adaptability... In short, the wider the range of soft skills added to hard skills, the closer you get to the high potential!
2- Drawing up a "talent mapping ": this methodology enables HR, in collaboration with the management lines, to list for each employee :
- His technical skills,
- His personal qualities,
- His rate of commitment,
- And, finally, the performance he delivers.
3- Identify the internal resources that perform well: Once the reference systems have been developed, it is sufficient to put the elements of the talent mapping into perspective with those of the portrait-robot, in order to work with management on identifying high potential. HRIS programmes specialising in skills management will also make it possible to identify them more quickly using various tools:
- The traditional " 9 Box Matrix ", which enables the potential of employees to be assessed on the basis of 9 key points,
- Annual, continuous, skills or 360-degree assessments,
- And, of course, the analysis of results... The "Far Above Expectation"
- ticked five times in a row by the manager, clearly signifies, in HR code language, the identification of a high potential... Beware, then, that it may become coveted by other departments!
The challenge of HP loyalty
As we have seen, a high-potential employee has both the technical skills to perform as an individual and the emotional intelligence that often makes him or her a leader in the organization. He therefore often plays a driving role in collective performance.
Consequently, retaining him is beneficial in every respect:
- To optimize the company's results,
- To stabilize a collective, and ; therefore, to curb the turn over,
- To enhance your employer brand, talent attracting talent, recruitment costs are thus minimized... The loop is truly virtuous!
How to retain your HP?
Companies that bet on an HP that is perhaps destined to take over the reins of the business cannot ignore its support. HiPo programs exist. They help top talent reach their full potential fairly quickly. Some companies advocate rather an "on the job" approach which is a field training considered more conducive to employee engagement.
Obviously, it will also be necessary to nourish the talent's appetite on different aspects:
- Ensure a participative management and make it an actor of its missions,
- Give it the opportunity to train continuously,
- Offer it a medium and long term career plan, as well as clear and real possibilities of evolution (a change of job every 18 months seems to be the ideal pace!)
- Take into account its aspirations of well-being at work.
In conclusion, let's note that if your talent leaves the company after five years, it can be frustrating... In reality, your efforts will have paid off, because that's the average retention period for high potentials. It's their very essence to leave in search of new adventures... Without it; they wouldn't deserve their HP title!
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