{"id":13678,"date":"2026-07-03T09:01:32","date_gmt":"2026-07-03T01:01:32","guid":{"rendered":"https:\/\/itdworld.com\/blog\/?p=13678"},"modified":"2026-07-03T11:29:05","modified_gmt":"2026-07-03T03:29:05","slug":"identifying-high-potential-employees","status":"publish","type":"post","link":"https:\/\/itdworld.com\/blog\/human-resources\/identifying-high-potential-employees\/","title":{"rendered":"Identifying High Potential Employees: How to Spot the Force Multipliers"},"content":{"rendered":"
Home<\/a><\/span> \u00bb HR Blog<\/a><\/span> \u00bb Identifying High Potential Employees: How to Spot the Force Multipliers<\/strong><\/span><\/span><\/div>\r\n\r\n\r\n
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There is a critical disconnect in corporate talent management<\/a> today. Research shows that organizations with strong leaders experience twice the revenue and profit growth of their competitors. High-potential employees (HiPos) are the primary drivers of this growth, delivering up to 91% more value<\/strong><\/a> to an organization than their peers. Yet, despite the massive ROI potential, 70% of HiPo programs fail<\/strong><\/a> to deliver a return on investment.<\/p>\r\n

Why is the failure rate so alarmingly high? According to industry data, five out of six HR<\/a> managers are dissatisfied with their program results because their identification processes are fundamentally flawed. Too often, companies confuse current high performance with future leadership potential<\/a>. They reward today’s output with tomorrow’s leadership roles, resulting in wasted investment, high turnover, and a stagnant leadership pipeline<\/a>.<\/p>\r\n

To future-proof an organization<\/a>, it is crucial that executives<\/a> and HR professionals look beyond technical skills to evaluate cognitive agility, drive, and emotional intelligence<\/a>.<\/p>\r\n\r\n\r\n\r\n
\"Jonathan<\/a><\/td>\r\n\r\n

Author: Jonathan M. Pham<\/a><\/strong><\/p>\r\n<\/td>\r\n<\/tr>\r\n<\/tbody>\r\n<\/table>\r\n

Highlights<\/strong><\/p>\r\n