organization. Engaging directly with employees to gauge their interest in leadership roles is important but also ensuring that each employee reaches their full potential whether looking to pursue leadership roles or excel in an individual performer role. Evaluating an employee’s willingness to take on challenging roles and projects, and their commitment to continuous learning and development is important to identify so that we may support professional growth in all forms. Offer regular feedback and recognition and establish a clear career progression plan to keep them motivated and on track for success. GIRARDI: Identifying high-potential employees (HiPos) is essential for building leadership pipelines and ensuring long-term organizational success. ɨ First, your organization needs to define what “high potential” means within the context of its goals and values, identifying the skills, attributes, and behaviors required for future leadership or key roles. Common traits of HiPos include strong leadership capabilities, adaptability, learning agility, and excellent interpersonal skills. ɨ Consistently evaluating performance is a critical step, focusing on employees who consistently exceed expectations, deliver results, and demonstrate collaboration, problem-solving, and innovation. Performance management tools like annual reviews, project outcomes, and peer feedback can provide valuable insights. ɨ Leadership potential is a key marker of high-potential employees, and organizations should identify individuals who naturally take the initiative, inspire others, and effectively lead teams or projects. Traits such as emotional intelligence, strategic thinking, decisiveness, and accountability are indicators of leadership potential, as is the ability to build trust and influence within teams. ɨ Gathering feedback from managers and peers is equally important, as these perspectives can provide a well-rounded view of an employee’s abilities and potential. ɨ Adaptability and resilience are critical qualities of HiPos, as they excel under pressure and respond effectively to setbacks or changing priorities. Observing how employees manage stress and find solutions in challenging situations can help identify those with leadership potential. ɨ Leveraging data and analytics further enhances the process by revealing patterns in performance reviews, training participation, and career progression, as well as predicting traits associated with leadership and high performance. By combining objective data with subjective assessments of behaviors, learning agility, and leadership capacity, organizations can successfully identify high-potential employees and implement strategies to nurture their growth. Q: What programs or initiatives do you recommend companies have in place to recognize outstanding performance? MANFREDO: Internal recognition programs are helpful to highlight employee achievements within the organization. Also, taking the opportunity to nominate employees for various industry awards provides employees with external recognition and exposure across the industry. These opportunities provide a great way to celebrate our employees’ accomplishments with our peers. GIRARDI: Companies can recognize outstanding performance by implementing a range of initiatives that celebrate achievements, foster motivation, and create a positive workplace culture. ɨ Performance-based incentives such as bonuses, raises, gift cards, or additional time off can reward employees for their exceptional contributions. ɨ Public recognition during company meetings or through internal communications like newsletters and intranet updates further reinforces a culture of appreciation. ɨ Investing in professional development, including training programs and leadership development opportunities, and sponsoring attendance at industry conferences rewards top performers and supports their career growth. ɨ Personalized recognition tailored to individual preferences, such as flexible work schedules or unique benefits, adds a meaningful touch. ɨ Celebrating milestones, project completions, or long-term service through awards or special events, along with peer-to-peer recognition programs, encourages collaboration and team spirit. Ensuring recognition systems are inclusive and equitable allows employees at all levels to feel valued. By combining these strategies, and others that fit your organization, companies can effectively celebrate outstanding performance and strengthen employee engagement and retention. Q: How should employers collect and act on employee feedback to improve motivation levels? MANFREDO: We have an open-door policy where all employees are encouraged to provide feedback and express concerns. Employee engagement surveys are also valuable to gain insight into employee sentiments and identify areas for improvement. Employers should gather and act on employee feedback by building trust and maintaining ongoing dialogue throughout the year. Creating an environment where all employees feel valued with open lines of communication is an important factor in enhancing employee engagement within the organization. GIRARDI: Collecting and acting on employee feedback is a vital strategy for improving motivation, fostering engagement, and creating a culture of continuous improvement. Here’s how employers can effectively gather and utilize employee feedback: Establish Diverse Channels to Collect Employee Feedback ɨ Use anonymous surveys to encourage honest responses about workplace satisfaction, leadership, and job challenges. Tools like Google Forms, SurveyMonkey, or specialized HR platforms can streamline the process. ɨ Regularly schedule meetings between managers and employees to discuss individual concerns, aspirations, and suggestions. ɨ Conduct short, frequent surveys to gauge real-time employee sentiment on specific issues or initiatives. Promote a Feedback-Friendly Culture ɨ Build trust by assuring employees that their feedback is valued and will not lead to negative consequences. ɨ Equip leaders with skills to solicit and handle feedback constructively. ɨ Encourage executives and managers to model openness by sharing how feedback has influenced their decisions. Actively Listen to Feedback ɨ Ensure you fully understand the feedback before taking action. ɨ Thank employees for their contributions to reinforce the value of their opinions. Conduct Exit Interviews ɨ When conducted properly, exit interviews can contribute to organizational improvement by reducing future turnover, enhancing recruitment and onboarding processes, and strengthening employee satisfaction. Analyze Feedback for Actionable Insights ɨ Look for common themes or recurring issues across feedback channels. ɨ For targeted action, break feedback into categories like workplace culture, management effectiveness, or professional development. 21 in the spotlight: HR Committee
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