Talent Management of High Potentials. In my High Potential Survey I differentiated companies by the average span of control of people managers with the following categories: less than 5 people per leader, between 5-10, 10-15,15-20 and more than 20. Does the span of control matter when it comes to Talent Management of High Potentials ? Find a comparison between the smallest and the largest in number of employees per leader below.
Some interesting findings:
Overall result: 86% who answered to the survey work in a company where a High Potential Pool already exists.
Less than five employees per leader: 100 % work in a company where a High Potentials Pool exist and which have less than 10 000 employees.
More than 20 employees per leader: 89% have a HiPo Talent Pool.
Overall result: 64 % who filled out the survey were High Potentials if they knew about it. Still 30% of the companies in this survey will not inform their employees once they are
identified. The majority of High Potentials are between 1 to 3 years with the company (50%) and
30 to 35 years old (39%) when they are selcted.
Less than five employees per leader: 60 % know and 40 % will not inform employee about HiPo status. 50% of this talent pool is identified in the first year! with the company and the other 50% within the first to three years with the company. Age group: below 30 years (50%) and 30 -35 years (33%).
More than 20 employees per leader: 50% inform and 50% will not inform their High Potential about status. Majority of selected talents are 1 to 3 years with the company (70%) and 30% after ten years with the company. Main age group is 30-35 years (55%) and 15% are selected in the age group 40-45 and another 15% out of the age group over 50 years.
Overall result: Managing this talent pool is a challenge. More than 10% of the High Potentials group will leave in the majority of cases (59%) the company. 41% of companies manage to keep the attrtion rate below 10%.
The main reason for leaving is the lack of opportunity (77%). About 12% who leave have actually failed to deliver on their status.
Less than five employee per leader: 67% have an attrition rate of more than 10%. Main reason for leaving was due to failure. In 50% of cases HIPOs derailed and were demoted.
More than 20 employees per leader: Attriton rate is in 50% of cases above 20% of the Talent Pool. Lack of opportunity acounts for 75% of leaves.
My short conclusion: If the span of control is small a HIPO is very likely to derail and if the span of control is large HIPOs are very likely to leave the company because they are not growing fast enough.
So far I had 47 replies. To get a better picture I would encourage you to either fill out the survey or send it to other interested people. Thank you.