Why Finding Potential in Your Teams Matter

Take a look around your organization. Do you know which are your best employees? What if we told you to look again, but think a little differently this time?

The people you identified first are your obvious high performers. But you have employees hidden in your workforce who have untapped capability. They could transform your teams if they were given the right opportunities. Your company may have hidden potential that could make a huge difference.

Why It’s Important to Identify Hidden Potential

There are a lot of reasons you want to identify and develop hidden potential. For example, employees who move internally have a much larger chance of staying with the organization after three years. However, employees who do not move internally are less likely to be with your organization after three years.

Companies that recognize the value of growing talent from within have more internal movement. But very few organizations that have development plans for high-potential employees have a very little increase in internal mobility. This can represent a challenge, but it can also look like a great opportunity for improvement.

Looking for hidden potential in your organization allows you to:

• Fill important roles with a true fit
• Reduce the expense of external hiring
• Boost retention and engagement
• Create an adaptable workforce
• Create pathways for your diverse talent

Hidden Costs of Missing Your Hidden Potential

Organizations can face major problems if they do not identify individuals who have the potential to succeed. You may think it’s an HR concern, it’s really more of a business risk.

5 Tips for Uncovering and Developing Hidden Potential

Tip 1: Ask for Demonstrations Instead of Descriptions

Normally, bosses ask employees what they do. There is a better approach, though. Ask them to show you what they can do.

Ideas to help direct your questions:

• During one-on-one interactions, ask employees about best practices and shortcuts they use to get their work done.
• Ask them about times they surpassed goals or created innovative solutions.
• Ask for a demonstration of their problem-solving approaches instead of just looking at performance reviews.

Taking this approach helps you find great thinkers and innovators who may not be up for the next promotion, but deserve it.

Tip 2: Recognize and Embrace Disagreeable Giver

Initially, this may sound counterintuitive. Most employee recognition programs favor team players who are always agreeable and get along with other team members. But there is some value in looking for people who disagree. They are the ones who challenge the status quo because they really care about the success of the organization.

These individuals offer value in totally different ways, like:

• Constructively playing the devil’s advocate.
• Speak truths that spark growth, even if they are uncomfortable.
• They raise legit concerns, but also offer real solutions.
• Provide actionable advice.

Even though disagreeable workers don’t win the culture champion award, they drive real change. They are easy to spot. See that man who raises respectful objections in meetings? What about the lady who submits detailed suggestions for areas of improvement? Look into the one who raises questions productively.

Tip 3: Ask for Advice Instead of Feedback

Every organization has critics. The question is whether you will ignore them or leverage their perspectives. Advice is forward-thinking. Feedback is backward-looking. Asking for advice can provide positive insights into your organization. Feedback lends itself to criticism about past occurrences.

Ask employees for advice on improving processes. You may find some true insights from someone who just needed to be asked.

4. Look for Action-Takers

In general, people who take action have confidence. They need confidence to act. Employees with hidden potential could be the ones who:

• Volunteer for unwanted projects
• Take initiative without recognition
• Solve problems without looking for recognition
• Complete tasks others try to avoid

To find these hidden gems, look for things like:

• The employee who delivers on commitments, even when no one is watching.
• Who takes ownership of situations without being asked.
• Those who keep projects moving forward.

Sometimes, doers have a high impact with very low visibility.

Tip 5: Look for Progress Over Perfection

It takes small steps to achieve big wins. By recognizing only major accomplishments, you miss the opportunity to reinforce behaviors that can lead to huge breakthroughs. This can require a huge mind change. Here are some ways to look deeper than the obvious.

• Create progress recognition rituals. Use weekly team meetings to highlight small improvements and not just projects that have been completed.
• Reward growth and effort, not just outcomes. Failed experiments provide learning that is invaluable and worth celebrating.
• Make learning visible. When an employee tries new processes, even if they don’t work perfectly, acknowledge that they demonstrated courage and learned.

Recognition Awards from Suburban Custom Awards

When it’s time to recognize employees, Suburban Custom Awards has you covered. We carry a wide range of recognition awards, trophies, and plaques to choose from. We can help you reward excellence on every level! Give us a call and let’s get started!