Are You a High-potential Employee? Find Out by Taking This Quiz

Are you a high-potential employee? Find out by taking this quiz

Are You a High-potential Employee? Find Out by Taking This Quiz

Date: 10/10/2018 | Posted by: MeritTrac | Category: General

Leadership agility, effective communication skills, negotiation skills, consistency in results, are some of the desired traits in star performers or High Potential (HiPo) employees. While no two employees are alike, only 5% to 8% of employees stand out from the rest in most organizations. Why? These employees are 91% more valuable to business than others. The changing dynamics of employment and leadership is pushing companies to adopt ‘Total Rewards’ programs as their core policy. These programs work beyond providing compensation and benefits to their employees and involve – a motivating work environment, larger scope for learning and development, recognition, professional growth, etc. As per a survey by Times Jobs, nearly 43% of 442 employers across India have Total Rewards policy in place. Most of the respondents agreed that the policy helps them to not only increase their employees’ potential, but also meet their business goals.

Check out these five key traits of high potentials, and select between ‘Yes’ or ‘No’ for each option. Check the score at end of the quiz. The higher your score, the higher chances that you are a HiPO performer.

1. Do you have a high level of aspiration?

  • I have an innate desire to learn – Yes/No
  • I often seek feedback from my senior/teammates – Yes/No
  • I pursue new opportunities beyond my fixed KRA – Yes/No
  • I like taking new courses – Yes/No
  • I look forward to attending training and development programs – Yes/No

2. Do you feel fully engaged at your job?

  • My personal goals are aligned with my company’s objectives – Yes/No
  • I am passionate about my work – Yes/No
  • I act as an ambassador of my employer brand – Yes/No
  • I love my company’s work environment and culture – Yes/No
  • I have impeccable social skills in terms of engagement with customers, colleagues, leaders and other stakeholder – Yes/No

3. Are you an asset to your organization?

  • I am usually the one to take initiative of new tasks – Yes/No
  • My skills and expertise make me highly resourceful – Yes/No
  • I am proactive in assessing challenges and addressing risks at work – Yes/No
  • I remain motivated to move forward despite roadblocks in work or differences with colleagues – Yes/No
  • I come up with creative and innovative solution to problems – Yes/No

4. Do you have leadership acumen?

  • I am able to apply cross-functional thinking to tasks – Yes/No
  • I am seen as a thought-leader in my area of work – Yes/No
  • I exercise both inside-out (organizational strengths) as well as outside-in (customer experience) thinking – Yes/No
  • I take a futuristic approach while handling projects – Yes/No
  • My motivation to perform drives my team members as well – Yes/No

5. Do you exhibit strong interpersonal skills at work?

  • I am good at both written and verbal communication – Yes/No
  • I am often entrusted with tasks involving other teams/vendors, etc. – Yes/No
  • I organize/participate in social activities at my workplace – Yes/No
  • I take the ownership of getting my team to reach a consensus – Yes/No
  • I am well-liked by my manager as well as most team members – Yes/No

(Yes – 1 point, No – zero; total score = 25 points as each ‘Yes’ accounts for 1 point.

Score 1 to 9 - You will have to improve your skills and build on your strengths to become a HiPo employee.

Score 10 to 19 - You have the potential to become a Hipo employee. You need to work on the areas where you selected ‘No’.

Score 20 to 25 – You have most of the characteristics of a Hipo employee.)

HiPo employees are more prone to disengagement if their needs are not met, making it important to leverage scientific assessments for early identification. Studies show that participants who are formally identified through scientific assessments are more likely to consider themselves high potentials than those who were informally identified.

For a HiPo performer, personal growth is as important as career growth. They like to be challenged with tasks that often seem difficult to achieve, and thrive in a work environment where their efforts are recognized and valued. For instance, several Tata companies conduct a monthly dialogue or a two-way webcast to engage their workforce. Another great example where the leadership prioritizes talent development and growth is - American Express India which runs a ‘People Leader Learning Path’. This program provides a stage-by-stage development plan for leaders e.g. new leaders, tenured people leaders, first level people leaders, and second level people leaders, to prepare their HiPo employees for future leadership.

This is an indication that merely hiring HiPo employees is not enough in today’s economy. It is a must that organizations also foster the environment where high performing employees can be promoted and retained.