![]() Great employees are frequently taken for granted because their performance is so good and rarely do they complain. Student debt payoff, home-buying assistance, pet insurance and death benefits are a few examples of perks that have become more mainstream over the last three to five years. #HIPO EMPLOYEE PLUS#Job satisfaction and employee engagement are more about the sustainability of an emotional and physical lifestyle, which is why many companies are envisioning more creative total compensation mixes other than just salary plus medical benefits alone. Is it always about the money? In my experience, the answer is no. According to a survey by Glassdoor, 45% of employees who quit their employers list salary as their top reason, followed by lack of career advancement. While salary and benefits alone will not guarantee your HIPO employees will stay with the organization, it is a key factor in their decision. Keep your total compensation package competitive. They should have a lot of input every step of the way.2. They need to agree with the premise of the program and its implementation, and they must be involved with the HIPO employees too. With all of these potentially big organizational changes, it’s paramount to ensure that upper-level management and executives are on board.This can be an effective option, but only if you plan carefully. They instead select HIPO employees and groom them for advancement without making announcements, reducing their risk of rocking the boat. The last thing you want to do is de-motivate employees who are not deemed “high potential,” since this could obviously be counter-productive! Bear in mind that some organizations opt to not communicate about their HIPO program. You’ll need communications for both the high potential employees and for the entire organization. Plan your communications about recruiting and about the HIPO program.If there aren’t already processes in place within your organization to ensure these things happen, you may need to create these processes and determine how they will be implemented in practice. They may need additional training opportunities. They will need high-profile work and access to upper levels of management. For example, if the goal of recruiting high potential employees is to groom individuals for executive roles, they will need broad experience across multiple departments and divisions. Depending on what your plan is for these employees, set up the processes necessary to get them the job experience they need to fulfill their potential.Training and/or cross-training programs.There are quite a few that could be affected, such as: Assess how your HIPO program fits with your existing programs and processes. ![]() Be sure to consider this when evaluating what experience and education are required for these roles. A HIPO development program has the ability to help the organization long-term, not just for current needs. Even if you decide to only recruit externally, you’ll want to communicate to current employees how they can be involved and how they can apply. ![]() This is an important question, as it will shape both internal and external communications. ![]() Assess whether you will recruit internally, externally, or both.Some examples include ability to learn quickly, desire to advance in the organization, problem-solving skills, leadership abilities, and motivation to succeed. Determine what characteristics are important for these HIPOs.It will also make a difference in the qualities you look for in your new recruits. Are you looking to fast-track these employees up the career ladder? Are you looking to groom them for specific executive roles to fill your succession planning? Or, are you simply looking to increase your overall talent base and have no specific plans that separate these employees from any other? Knowing your goals up front can make a big difference in how you recruit-and who will apply. Tips for Recruiting and Developing HIPO Employeesīefore you consider recruiting HIPO employees, first you must define what it would mean for your organization and what your goals are for such employees. Either way, here are some tips for recruiting and utilizing HIPOs. ![]() These employees are generally deemed to have the necessary skills not only to do the job they’re hired for but also to advance quickly within the organization and eventually take on ever-increasing responsibility-a critical part of succession planning.ĭo you look for HIPO employees in your recruiting? Perhaps you even have a designated talent development program to groom these employees for the future. One way many organizations opt to achieve this goal is through recruiting and grooming high potential (HIPO) employees. #HIPO EMPLOYEE FULL#Having a succession plan with a pipeline full of capable, talented employees is critical for the long-term success of most organizations. ![]()
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