Of course, all employees are valuable and should be treated accordingly, but in most workplaces, there are certain staffers that are disproportionately valuable in comparison to their compensation. It‘s wonderful to have one or two of these rare albatrosses on staff, but you can move your company ahead by leaps and bounds if you can build teams of high potential employees.
High-potential talent is, as defined by a recent study on Strategic Human Resources Management, ―employees whose particular skills and knowledge value make them vital to organisational success.‖ The study added, ―High potential employees are highly talented and create a disproportional amount of value from the resources made available to them by the organisation.‖
As an HR pro, this has got to intrigue you. The talent that can willingly produce far more output than expected based on the wages, benefits and tools accorded to them are a boon to the bottom line. So how can you attract these rare birds? And if you have them, or acquire them, how do you keep them engaged, performing well and nurtured?
It‘s important that you be able to identify these creative, innovative, complex problem solvers and develop plans to manage this talent effectively to ensure retention. The notion that they need to be managed differently is a good reason to put these uber-staffers onto a team (or teams) together. Having them work side by side with average staffers may create inequitable management complaints, but clustering them can keep everyone happier.