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:[email protected]: @kris_dunnLinkedIn: www.linkedin.com/in/krisdunn
Tim:[email protected]: @TimSackettLinkedIn: https://www.linkedin.com/in/timsackett
Connie:[email protected]: @ConnieCostiganLinkedIn: https://www.linkedin.com/in/conniecostigan
Top Related