by Patty Prosser
High potentials are the focus of high anxiety among employers, and they have been receiving a higher priority because of it, according to several surveys by OI Partners:
1. Worry: Employers are more anxious about turnover of high potentials than for any other employee level. 90% of organizations are concerned about losing high-potential workers in an improving job market.
2. Past Turnover: High potentials have the highest turnover rate of all organizational levels. 30% of employers have reported an increase in departures of high potentials.
3. Future Turnover: High potentials are considered most likely to leave. 48% of companies regard high potentials as their greatest flight risk.
4. Succession: 49% of organizations consider high potentials to be their second biggest source of future leaders, behind only middle managers (chosen by 52% of survey respondents). However, 37% of businesses report they do not have enough high-potential employees on board.
What's an employer to do to ease this high-potential anxiety?
Employers are more often providing executive coaching programs to high potentials and for a variety of reasons, according to the OI Partners surveys:
− Increasing: 40% of companies forecast an increase in offering coaching to high potential employees, while only 6% predicted it would decrease.
− Leadership Development: Sharpening the leadership skills of high potentials is the top reason why organizations are utilizing executive coaching (chosen by 43% of respondents).
− Retention Strategy: Coaching programs are the second most popular method being used to help retain high potentials, behind better compensation and benefits. 40% of organizations are employing coaching as a retention tool for high-potential employees.
Employers are also offering financial-related incentives to retain high potentials:
− Better compensation and benefits are ...