This video discusses how to increase the commitment level of high potential employees and engage further them in the business.
- When we talk about engaged employees, we mean individuals who are willing to put in more discretionary effort than others, and who are passionate about their work. Engaged employees are more committed to the long-term success of the business, and advocate for the organization. They recommend that others work there. Engaged employees positively impact business outcomes, including profitability. Employee engagement is a big deal to companies these days.
Your organization may survey your employees to find out how engaged they are, and then you may spend a lot of time and money to improve engagement. Making sure your high potentials are engaged is key. You might assume that high potentials are by definition engaged, since they're invested in, and are given more opportunities than others to be developed. Well unfortunately, it's not a safe assumption to make. In a recent study, 33% of high potentials surveyed said they weren't engaged, and admitted they aren't doing their best work.
When high potentials do their best work, they have a significant impact on your business, so engaging them deserves your time and energy. Here are a few strategies to try. First, let high potentials take on challenges that channel their natural ability to influence. Give them the opportunity to lead challenging projects, change efforts, and high visibility teams. Give them a chance to be involved in efforts that are central to the mission of the organization.
Second, bring a group of high potentials together to discuss their experiences and share lessons learned with each other. Consider putting a team of high potentials together to solve a business problem. They'll enjoy the collaboration and generate incredible ideas and solutions. Third, give high potentials increased decision making authority. Increase their responsibility on assignments and give them a chance to make more important decisions.
Fourth, give them responsibility for developing others. They have both the experience and success that make them perfect people managers and mentors. They're also more satisfied and engaged in the organization's success when they're involved in building talent. Fifth, give high potentials more feedback on their performance, and spell out their career growth opportunities. Give constructive, as well as positive feedback frequently.
Make sure they have an honest and direct assessment of where they stand. Communicate what their career progression might look like, and what they should expect in the next six months to a year. Finally, hold leaders accountable for engaging their high potential employees. Encourage leaders to set stretch goals for these individuals. Challenge them and seek out assignments that will engage them in the business. Don't forget how important coaching, mentoring, and support is for high potentials to feel set up for success.