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Assessing the impact of an organization’s talent review process on key outcomes is crucial for effective talent management. While talent reviews drive many results, a critical focus should be on high-potential (HiPo) employees—specifically, how well the process identifies, develops, and retains future leaders.
Here is my one-page cheat sheet of nine example metrics related to HiPos. These metrics might not be an exact fit for your organization, but they offer a solid foundation to build on. For example:
- HiPo Performance Consistency tracks the stability of HiPo employees’ performance ratings over time, especially as they take on new roles or responsibilities. Purpose of the metric: ensures that HiPos continue to perform at a high level, even as they face new challenges.
- Another metric is the HiPo Assignment Success Rate, which measures the percentage of strategic or high-visibility projects led by HiPo employees that are completed successfully—on time, within budget, and achieving objectives. Purpose of this metric: measures the effectiveness of HiPos in delivering key assignments, indicating their readiness for more significant responsibilities.
Since these metrics are examples and not an exhaustive list, you can use your judgment to determine what will work best for your organization.
