On Wednesday, a group of HR professionals and Executives redefined the DNA of high-potential employees (Hi-Pos) and shared best practices during an employee engagement workshop delivered by TalentGuard’s Spring Talent Management Executive (TME) Forum. The TME Forum is also a group located on LinkedIn and holds forums in other cities.Thanks to the Starbucks and donuts from Pariveda Solutions, we had a spirited discussion about the traits of Hi-Pos and how to identify these game changers beyond the use of competency profiling. There are typically many Hi-Pos in an organization; however, many may not be suitable for promotion due to biased perceptions. We also discussed best practices for developing the next generation of high potential leaders.
The annual employee survey is complete and HR is not surprised by the results: Employees still feel they are not being heard, think their company lacks career development opportunities, and want better understanding of job expectations. Sound familiar?
We discussed the 10 drivers of employee engagement and how organizations of all sizes can adopt them to close the engagement gap by reinforcing the company's culture. We learned best practices from HR leaders at the Rockets, Parevida Solutions, and MD Anderson, for implementing engagement initiatives that improve performance, collaboration, and feelings of connectedness to a company and its values.
Engagement all starts from up top which is no surprise. My favorite story was about how Whataburger's CEO eats at Whataburger everyday and truly gets to know the employees. Yes, he is fit (I know you were wondering).
My favorite best practice was how Pariveda Solutions utilizes a structured succession plan, so that all positions can evolve to a CEO position within a certain timeline. Pariveda also has a structured intern program and calls their interns "Phins" taken from their dolphin logo.
There were several takeaways from this workshop, so TalentGuard will be posting this information on their blog.
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