In an ideal world, every employee in your organisation would be a high performer with high potential–but that‘s obviously not realistic. The appropriate question is how to move employees toward the upper-right quadrant, or at least to the high-performance tier.
It‘s not always possible, nor always the desired goal (you might want to keep your high performers right where they are, for instance). There‘s no one-size-fits-all strategy, but Figure 2 provides a general framework.
|High Performance||Keep them where they are, or promote
|Keep them where they are, or promote
|Soft skill development|
|Low Performance||Performance plan||Pair with a High Performer|
|Termination||New role better aligned with skills|
|Test with more responsibilities|
|Low Potential||High Potential|