Antoine Griezmann has never played professionally in his native France because no French club was prepared to take a chance on a youngster that was deemed too small and lightweight to make the grade at the highest level. Many organizations today may very well be overlooking their Griezmann’s. Similar to the corporate world, HiPo’s that are missed never fully deliver their value to the organization and develop a high flight risk to leave to an organization that is willing to recognize their value. They are coached well because losing them to the competition which could potentially treat them better would be detrimental to team performance. Their training programs are personalized to build upon their strengths and close necessary gaps. These players are scouted early because they are groom-able, highly agile and can be developed quick. These are the athletes that are scouted early, put into personalized training programs, coached by the best and often end up on top of their sport. The one’s that not only perform day-in-and-day-out but also have ample potential to grow further. The minority 3%-5% are the ones scouts, coaches and managers look for. Most players will fall within the average range of satisfactory performance and potential, quite a few are their high-performers, the go-to players for now because they deliver results. Sports teams, just like organizations, often identify, measure, and classify their players into buckets. HiPo’s are a crucial group that ensure long term business success for a company, and it is therefore essential for organizations to be future-ready, with a talent pipeline prepared to take on more senior responsibilities and face future challenges.
HIPO EMPLOYEES HOW TO
HiPo’s are those special employees that possess not only the know how to be a top performer but also possess the skills, behaviours and passion to take on larger and more complex rolls in a company. While organizations expect all their employees to function to the best of their calibre, it is a generally accepted premise that an organization is driven and sustained by a select few high-potential employees. These are the top 3%-5% of employees who contribute the most to organizations output. Whilst during this process employees may fall into different buckets of categories, undoubtedly one of the most important and valuable buckets of employees are the High Potential Employees, or HiPo’s. Organizations aim to manage employees by measuring and categorizing them to enable easier talent conversations.
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