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December 7, 2018
How to Mobilize High-Potential Employees and Activate Revenue Growth
By: SBI
High-potential employees comprise the next generation of leaders within your company. As you look toward succession planning or assigning resources to key strategic initiatives, the pool of high-potential employees is where most companies look to for resources who can solve their most compelling long-range challenges. But what if there is a near-term objective to orient this talent pool towards? What if your company were able to harness these high-potential employees to lead strategic initiatives in their domain or cross-functionally to impact revenue in the current, or upcoming, fiscal year?
According to Harvard Business Review, high-potential employees account for an average of 5% of your workforce. Identifying a high-potential employee is relatively easy. Making sure they are engaged and mobilized in the direction of revenue growth and tangible business impact is something many companies fail to do. As a Chief People Officer, you can ensure that each organization consistently identifies its high-potentials, engages them in meaningful work, and orients them toward short-term and long-term revenue growth opportunities.
How Do You Know Who a High-Potential Employee Is?
There are many indices that identify which characteristics high-potential employees have in common.
Among the most important factors are:
If you’re struggling to identify high-potential employees, start with this Characteristics of a High Potential Employee checklist and scorecard.
Once you’ve identified the high-potential employees in each organization, you need to orient this pool of talent toward the business strategies that will drive revenue growth. High-potential employees expect to be challenged and put on a course to prove themselves worthy of future leadership opportunities.
Here are a few examples of assignments that will engage high-potential employees and provide an opportunity for them to make a strategic impact:
How Do I Know What Initiatives to Align High-Potential Talent to in Order to Drive Revenue?
Revenue growth is achieved through three means: market expansion, market exposure, and market share performance.
Here are some prompts to catalyze the identification of a project or assignment that will drive revenue growth for your organization:
How SBI Can Help
Orienting high-potential employees toward revenue growth initiatives ensures that they are engaged and working productively toward generating tangible impact for the company.
Download the Characteristics of a High Potential Employee checklist and scorecard to get started with a structured approach to identifying high-potential employees.
For more insight on how to identify and align internal resources on the real drivers of revenue growth, listen to this podcast. Finally, for more information about how to get the most out of your organization’s human resources, leverage SBI’s new Talent Strategy.
Additional Resources
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