Presenter Info

• Kris Dunn• CHRO at Kinetix (RPO, Recruiting)• Founder of Fistful of Talent , The HR

Capitalist • Hoops Junkie

#halogen

• Tim Sackett• President at HRU Technical Resources• Blogger #1 at the aptly named Tim

Sackett Project• Contributor at Fistful of Talent

#halogen

How well are organizations doing at

measuring performance & potential?

How well is your organization clarifying performance measures for current and future performance?

How well is your organization effectively assessing potential for promotion?

Senior leadership involvement and

accountability for HiPo Programs?

How well are you doing at keeping senior managers involved and committed to succession and HiPoprograms?

How well are you doing at talent reviews to ensurethat promotable individuals are being properly developed?

#halogen

How Do You Measure

Potential?

We’ll Give you 4 Ways…

Some Better than Others…

1 - Using Company Values to Identify

Potential• Rating employees on

exemplifying company values is the most common use of Section 2 in Performance Reviews

• When used this way, the same set of values measures the potential of all in a company

• Pros – you already have it

• Cons – some values are really hard to measure people on

• Can your managers draw a direct line to the potential of an employee by evaluating whether they are meets or exceeds on a company value?

If company values don’t represent how people get

rewarded, they are DEAD ON ARRIVAL

in their use in performance and succession…

2 – Using Competencies to Identify

Potential• You know competencies – they’re a set of

behaviors that are deemed to be important to a job and as a result, measured.

• Competencies are the most scientific way to measure potential

• Pros – Customize for each job, including specific sets for leadership

• Cons – Too much variation at times to create common language about what potential is at your company

• Partners like Halogen have great competency libraries.

• Easily treated as Section 2 in your PM system

3 – Using “Potential Factors” to Identify

Potential • “Potential Factors” can be half

company value and half competency.

• They should answer the following

question: What do all high performers

in our company have in common

regardless of job?

• Potential factors show what it really

takes – behind the scenes – to be

successful in that freak show you call a

company.

• Can be used in place of values in

section 2 of your performance review

Some Potential Factor

Examples• Innovates

• Drive/Ambition

• Smart/Figures Things Out

• Gets Stuff Done

• Competes

• Likable/Command

• Influencer

• Grit

4 – Using Simple Qualitative

Measures To ID Potential• Is doing this better or worse?

• It depends

• If you’re doing P vs P for your entire company, we like values, competencies or potential factors. If you’re doing it for leadership, we like competencies or the subjective way

• To use the overall qualitative method, create a scale – capable of being promoted 2 levels or more above current level, 1 level or “well placed”

• Many start with qualitative process on leaders only, then grow it from there

Important Considerations When

Thinking About Evaluating Potential

• You already measure Performance, you’ll have to do the same with Potential

• Rating scales are necessary to move people on the 9-Box Grid

• Best practice – provide descriptive anchors to illustrate the behavior you’re trying to describe at each rating point in a value, competency, potential factor of raw qualitative measure

Examples of Anchors To Assist in

Rating Potential

Kris:kdunn@kinetixhr.comwww.fistfuloftalent.comTwitter: @kris_dunnLinkedIn: www.linkedin.com/in/krisdunn

Tim:sackett.tim@hru-tech.comwww.timsackett.comTwitter: @TimSackettLinkedIn: https://www.linkedin.com/in/timsackett

Connie:ccostigan@halogensoftware.comwww.halogensoftware.comTwitter: @ConnieCostiganLinkedIn: https://www.linkedin.com/in/conniecostigan