Source | www.gartner.com | Sharon George
Sarah sat down with the vice president of human resources (VPHR) feeling pretty good about herself. She had prepared for the meeting and knew that her team had met all its deadlines and exceeded performance metrics for the quarter. The VPHR had already spoken to her manager, and came armed with a promotion offer.
Will this be enough to keep Sarah happy?
HR should want to keep Sarah happy. She has the right mix of ability, aspiration and engagement with the company to become a senior leader, and that makes her a high-potential employee (HIPO). HIPOs are more important than ever for organizations that increasingly rely on collaboration, consensus and independent thinking, and focus less on hierarchical efficient teamwork.
The most effective way to increase HIPO engagement is through growth opportunities and experiences — more so than promotions
Employees always welcome promotions and pay raises, but those tactics may not be the most effective ways to engage with HIPOs. Research shows the most effective way to increase HIPO engagement is through growth opportunities and experiences — more so than promotions, rotations or special projects.
Picking the right strategy is especially important for HIPOs, who are 15% more likely to leave than non-HIPO employees when they are disappointed with their future opportunities, according to CEB, now Gartner, data.