You need not rush and decide their suitability at once. Most organizations failed to identify the right candidates or they jump the gun and considered them fit before closely scrutinizing them. The primary reason for the failure is misidentification of HiPo employees. Moreover, 79% of HIPO programs are unsuccessful or failed to produce the desired result. The HBR research highlights that organizations spend a huge amount of money to develop HIPO programs that target only 5% of their employees. According to an HBR survey, roughly 5% of your workforce comprises of high-potential (HiPo) employees. Most employees have potential and few other have high-potential. Most are talented and few others are super-talented. Why do you need to find high potential employees? It helped our customers to take progressive actions to engage, nurture and retain the high potential talent pool and build a robust succession pipeline within. And it becomes an instant success with our customers. Recently, we launched the HiPo Rating, the powerful feature that helps people managers identify the rising stars in their organization. It drives us to constantly innovate and implement the features that help our customers achieve cutting-edge performance management. Introducing the best, helpful niche features to our customers first in the market has always been our motto.
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