They care about where they work, how they work and with whom they work. They yearn for an ongoing sense of belonging to an employer where they feel respected and valued. Remember that although your HIPOs are critical key personnel to the organization, they're just everyday people, too. The insights learned from such discussions can identify much-needed changes and be the catalyst for a customized retention strategy that will delight both the company and your HIPO employee.
#HIPO EMPLOYEE PROFESSIONAL#
Are your high-achievers wanting to abandon a bad boss? Is critical data, support or information not getting to them in a timely manner? Are there underlying personal or professional distractions causing disengagement? Is the company behaving like a brand they can be proud of? Having honest, transparent conversations about the factors that would convince them to stay with the company can easily add additional time to their expected tenure. This requires upper management to take off the shackles of limited thinking and have the courage to have hard conversations with their HIPOs about any concerns regarding their desire to stay. Your HIPO employees must become convinced that their current employer is the right place for them to thrive. The outcome of any great retention strategy is the extended tenure of the employee with the organization. Empower HIPOs to co-create their own retention strategy. I suggest being proactive and checking in on your high achievers by asking how you can best be supportive and/or what actions could be taken to help them better maintain work-life balance.Ĥ. Employers must be on guard to their HIPOs’ potential feelings of exhaustion or frustration regarding the level of work expected of them, especially during the disruption caused during these pandemic times. Great employees are frequently taken for granted because their performance is so good and rarely do they complain. Student debt payoff, home-buying assistance, pet insurance and death benefits are a few examples of perks that have become more mainstream over the last three to five years.
#HIPO EMPLOYEE PLUS#
Job satisfaction and employee engagement are more about the sustainability of an emotional and physical lifestyle, which is why many companies are envisioning more creative total compensation mixes other than just salary plus medical benefits alone. Is it always about the money? In my experience, the answer is no. According to a survey by Glassdoor, 45% of employees who quit their employers list salary as their top reason, followed by lack of career advancement.
While salary and benefits alone will not guarantee your HIPO employees will stay with the organization, it is a key factor in their decision. Keep your total compensation package competitive. Most employees resent waiting a year or more for a performance review that may focus on no-longer relevant issues, and your top performers are no different.2. While companies assume no one craves negative feedback, your star performers will want to know where they can improve and they appreciate the positive feedback.Īll the same, feedback should be given regularly. In addition to wanting recognition for their outstanding contributions, your top performers will also want feedback. If their contributions aren’t recognised in your organisation, then they will excel in someone else’s. Your top performers are well aware of how much more work they accomplish compared to their peers, but are companies aware of this? High-potential performers are driven to excel, but they want recognition. According to the Harvard Business Review, top performers can be 400% more productive than average performers. HiPo employees can also be categorised as high performers. Here, we identify 3 common issues that cause top talent to leave an organisation. So, what could be the possible reason for these top talents to leave? The reasons for HiPos leaving go much deeper than pay. In retrospect, only 12% leave their job because they want higher pay. 89% of employers wrongly believe their employees quit because of low pay. Many leaders deduce that employees leave because of remuneration but this is not true. One way to understand why your HiPo employees leave is by examining the reasons that might prompt them to hand in their resignation letters.
#HIPO EMPLOYEE HOW TO#
After all, they already have what it takes to amaze new employers seeking for high potential and high performing employees.īefore we address how to retain your HiPo employees, let’s begin by analysing the causes of voluntary resignation in your company. The moment HiPos are unable to find meaning in their jobs, they will start looking elsewhere for new opportunities.
Investing in HiPos is ideal, but retaining them in the long run is inevitable. If you know how to identify HiPos, you will notice that they are always chasing after new opportunities in their careers.
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