In one case, we witnessed a near riot at a company offsite, where a group of high potentials said they felt “played”-that their status was just a retention tactic, with no real plans to promote them. Otherwise, she may feel manipulated and even lose motivation.
#Que produce el hipo professional#
If you tell someone you view her as a future leader, you need to back that up with tangible progress in her professional development. Nevertheless, making your list of high potentials transparent increases the pressure to do something with the people who are on it. Executives are tired of exit interviews in which promising employees say, “If I had known you had plans for me and were serious about following through, I would have stayed.” Employers, we believe, are coming to see talent as a strategic resource that, like other types of capital, can move around. The percentage of companies that inform high potentials of their status has risen from 70% about a decade ago to 85% today. In our surveys of 45 company policies and in our work with firms during the past 15 to 20 years, we have found a growing trend toward transparency. Whether or not a company should make its list of high potentials transparent is an evergreen question.
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