How to measure the Potential of an Employee?



“Potential is a priceless treasure, like gold. All of us have gold hidden within, but we have to dig to get it out.” Joyce Meyer

Did you know that as per the latest surveys conducted it has been discovered that potential employees are 91% more valuable to any organization that non-high potential employees? This just proves the fact that every now and then when the leadership team says that “this person has the potential to make it big”, it all boils to down to that one important question, how and why is it that some are more potent than the others?

Then again there is this big mistake that companies conduct wherein they have mistaken good performance with potential. So what is potential exactly? Potential is a person’s individual ability or capacity to develop and improve a certain train or skill in the future. Having said that, it is very important for organizations to develop the potential of all their employees so that they can constantly learn and adapt.

In this blog, we will take a look at some of the ways with which one can measure the actual hidden potential of an employee.

  • Define the performance benchmark: It is easy to say that one employee has more potential than the other, but what is important is to decide what is the benchmark that defines these potentials. It is imperative to understand here that organizations can’t have a one size fits all benchmark to define the performances. These will depend on your business operations and also the kind of targets you set for each individual. Make sure you take the time to define this matrix.
  • Employee’s ability to perform: every organization has different norms set aside to calculate and analyze the KRAs of their team members. One of the biggest tasks that the HR team has is to map the progress of individuals in the training and other assessments that are set aside. Having aces at places means more or less understanding the abilities of each individual and then putting them in the right place so that they can perform to the best of their abilities.
  • Focussing on the future: One of the main reasons why people leave organizations is because there is no upskilling of any sort. If they are identified as having a certain skill, they are told to concentrate on that. This often means that they are stuck at something that they are good at with no promise of teaching or cross-training. It is important to analyze what else they can be good at so that there is a learning curve during their tenure with an organization.
  • Create assessment centres: The key to unlocking these hidden potentials is by conducting several assessments and training sessions that enable them to learn new things, which in turn could help them take on newer responsibilities as well. Having in place a proper assessment centre that gives out internal promotions based on their potential is the right way to measure the hidden potential of team members.
  • Focus on core values: When you consider employees along with their educational qualification another thing that needs to be mapped is their overall ability, social skills and drive. In the long run, it is based on these three core qualities that organizations can make more leaders who are willing to learn and take charge. It is imperative to focus on the core values as well.

It is not easy to highlight the hidden potentials of employees who join your team. Not everyone has an idea of their potential which is why it becomes all the more necessary to have in place the right tools, assessments and procedures that can help you gauge the potentials of each team member.

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