Skills Development Strategies for High-Potential Employees

High-potential employees are invaluable. They work hard, willingly take on responsibility, and are eager to learn. These employees aren’t necessarily the top performers in your company. They can be less obvious, like an entry-level worker with a skill that falls short in your industry. According to Harvard Business Review, they may only make up 3-5% of your workforce.

High-potential employees require investment and training. Their skills need to be developed to reach their maximum potential. HBR explains that these employees show a strong capacity to grow and succeed throughout their careers within an organization. Investing in this development will help you retain top talent that aligns best with the success of your company.

Identifying High-Potential Employees

So how do you spot a high-potential employee in your team? It could be challenging. Remember, there’s a difference between high performance and high potential. It’s possible that your high-potential employees aren’t stimulated enough to have a standout performance.

Focus on soft skills and leadership capabilities for identifying these workers. High-potential employees typically demonstrate the following characteristics:

• Committed and loyal to the organization
• Take the lead and require little instruction
• Willingly take initiative
• Demonstrate investments in company goals
• Strong interpersonal skills
• Collaborative workers with colleagues

The other kind of high-potential employee to look out for is one with unique hard skills. These are team members who have specific technical expertise or subject knowledge that is hard to come by. Consider the skills required that are unique to your company and industry. Conduct market research to identify rare skills in your own team – and hold onto them!
Let’s discuss five ways to develop your high-potential employees’ skills.

1. Training – Enrich your high-potential employees’ strengths

Your high-potential employees will have personal strengths that make them so impactful. Aim to maximize these. Offer training and advanced courses. These could be in the form of online courses or professional workshops. They can also develop soft skills, such as active listening, or hard skills, like coding.

2. Mentorship – Pair them with mentors who can offer guidance and advice

Though we can learn a lot from a course, nothing beats practical guidance from an experienced professional. These workers often already take the lead, but they can use a guide to coach their actions. Mentors can enhance a high-potential employee’s skills. It may be useful to pair them with someone in a position they’re being groomed for.

3. Tracking – Follow the progress of each individual employee

Everyone progresses at their own pace. Encourage your high-potential employees to complete their additional training and then track their progress. You could create a career map and conduct regular check-ins. Have a clear path for where they can expect to see their career progress in the future and how they’ll get there.

4. Feedback – Offer two-way communication and feedback opportunities

Your employees will require feedback on their performance and skills. Decide who should conduct these discussions, whether it be HR or their mentor. High-potential employees will value honest feedback that identifies strengths and weaknesses. Prompt them to discuss their own concerns or additional interests to foster trust and improve overall results.

5. Investment – Treat your high-potential employees as an investment

High-potential employees are an investment. HBR claims, “Simply adding a star performer to a team boosts the effectiveness of other team members by 5-15%.” So not only are they hard workers, but they can lead the rest of the team to success. Nurturing their abilities and offering skills development strategies will demonstrate how much you value their work. In turn, they’ll apply 110% to your organization and help your company succeed.

Retaining High-Potential Employees

With all the benefits of having high-potential employees in your workforce, you might be asking how you can convince them to stick around. Retaining top talent can be challenging, but there are ways to encourage these employees to choose you.

As discussed, invest in their development. High-potential employees know their capabilities and will appreciate an employer that wants them to excel. Training, mentorship, and coaching will give them the tools to thrive. This belief in their talent will help to develop genuine mutual trust. Remember to listen to their thoughts when offering these development opportunities.

Compensate these employees competitively. If you’re desperate to keep them, chances are countless other companies see their value, too. Do your market research. Offer competitive salaries and benefits that fairly reflect the individual’s skills and experience. Even the most dedicated employee won’t stick around if their compensation doesn’t match their potential.

Promote from within before you hire. Though it’s sometimes necessary to hire someone new, prioritize promoting your existing employees. Firstly, it’s the more economical route. Moreover, showing your employees that you’re dedicated to helping them thrive really strengthens staff morale. They trust that you have their best interests in mind and feel more dedicated to the company.

Final Notes

High-potential employees can bring real value to your organization and help the business thrive. Consider which team members are worth the investment. Offering training and mentorship can guide them to reach their maximum potential. With the right guidance, these employees will grow into talented leaders investing their skills in the success of your business.