High-potential employees (HPs) exhibit strong analytical abilities, curiosity, and creativity, making them valuable assets but also challenging to manage. Effective strategies for managing HPs include setting aside egos, assigning them meaningful responsibilities, providing regular feedback, promoting team collaboration, and promptly addressing performance issues. By applying these methods, managers can unlock the full potential of HPs while fostering a productive team environment.
Understanding High-Potential Employees
Marie-Sophie Zambeaux, the founder of ReThink RH, a consulting firm focused on recruitment and employer branding, shares an intriguing insight from a past manager. This manager often felt uneasy during meetings, as she perceived that Zambeaux was always probing for deeper understanding, challenging her viewpoints, and demanding justifications. At that time, Zambeaux was recognized as a “high potential” employee, commonly referred to as “HP.”
High-potential individuals are characterized by exceptional analytical skills, intense curiosity, and notable creativity. According to Ludovic Girodon, a speaker on management and team engagement, they not only possess a strong critical mindset but also learn rapidly. “They are akin to Saint Bernards or Swiss Army knives, capable of identifying inconsistencies and proposing solutions,” he adds, although he acknowledges that they can also be a source of frustration for others.
Strategies for Effectively Managing HPs
Managing high-potential employees can be challenging, but it’s entirely feasible. Here are some effective strategies:
1. Set Your Ego Aside
To manage HPs successfully, it’s crucial to put your ego aside. These individuals often hold high expectations not just for themselves but also for their managers and work environment. A strong sense of self-confidence is essential to navigate the challenges they present without feeling constantly undermined.
2. Assign Additional Responsibilities
High-potential employees tend to become bored if not sufficiently challenged. To keep them engaged, assign them extra tasks that align with their interests. According to Girodon, the need for autonomy and skill development is even more pronounced for HPs. Encourage them to lead projects or contribute to innovative initiatives, allowing them to leverage their unique skills for the benefit of the organization.
3. Provide Regular Feedback
Offering constructive feedback is vital for HPs, who may be particularly sensitive to criticism. It’s important to create a positive environment where they feel safe sharing their ideas. This not only helps prevent feelings of isolation but also fosters a culture of innovation and psychological safety within the team.
4. Emphasize Team Collaboration
If your high-potential employee becomes frustrated with their colleagues’ pace, remind them that adaptation is a two-way street. Encourage them to understand that the team is working to meet their expectations and that collaboration is key to achieving project goals.
5. Address Performance Issues Promptly
Just like any other team member, HPs must adhere to established guidelines. If an HP is not meeting expectations, it’s critical to address the situation directly. Whether it’s a matter of reinforcing existing rules or reassessing them to accommodate reasonable requests, ensure that all team members are held to the same standards.
By implementing these strategies, managers can effectively harness the potential of high-performing individuals while maintaining a balanced and productive team dynamic.