Why You Need HIPOson Your Management Team

Because High Performance is not the same as High Potential

What You’ll Learn Today• Structure for growth• High Potentials vs High PerformersWhat• 3 Critical Traits for successful leadership• Employee Evaluation ChartWho• Attract High Potentials• Train High Potentials • Retain and engage High PotentialsHow

Structure Your Company for Growth

Are your goals clear – how will you get there?

Understand and plan for company structure in 2 years, 5 years and beyond

Define your leadership model – what does great leadership look like in your company?

Structure Your Company for Growth

CEO

OM

SUPERVISORLEAD

SUPERVISORLEAD

OFFICE MGR

OFFICE PT/FT

CEO

OFFICE MGR SALES QUALITY

MGR

Define HiPo (High Potential Employee)

Employees who have been identified as having the potential, ability, and

aspiration to hold successive leadership positions within the

company (Deloitte)

*This may or may not be the best cleaner on staff

Stats

Only 1 in 7 High Performers are actually High Potential employees• This is why so many supervisors fail

70% of millennials told Deloitte that they don’t receive any leadership training

HiPo vs High Performers

High Performers• Are proud of the job

they do• Go above and beyond

and exceed expectations• Are highly productive

High Potentials• Can see the “big picture” for

company• Can think strategically• Can solve problems• Flexible and can adapt to

change

HiPo vs High PerformersWorkplace Behaviors

High Performers• Good attendance• Helps where needed• Picks up slack of lower

performers• Produces quality work

High Potentials•Will take initiative•Is a team player•Strong communicator•Handles pressure well

Skills & Traits“Company”

Person – can see big

picture and vision

Positive, engaging attitude

Above average

performance – not always

the best cleaner

Makes suggestions improving processes

Often the “go to”

person for other

employees

Earned trust of other

employees

Professional positive conduct always

Motivator for others

Characteristics Professional in actions and appearance

Welcomes advice and self-improvement by learning

Is open to new ideas and challenges

Wants a career and upward movement in company

Keeps attitude positive

Demonstrates leadership with other employees – “go to person”

Has excellent people skills

3 Critical Traits of High Potentials• Ability – Do they have the competencies

required for success in a more challenging role?

• Aspiration – Are they motivated? Looking for a challenge? Looking for career advancement opportunities?

• Engagement – Are they committed to the company? Do they view this as a place to advance their career goals?

HiPo

Ability

Aspiration

Engagement

CAUTION: If they’re not engaged with your company, they’ll take their ability and aspiration to another company

Do’s & Don’ts of Promoting High PerformersDON’T add someone to the program for the wrong reason• An employee has been with you a long time, she’s done a good job,

it’s time to promote her – she’s earned it.• An employee is very productive, always on time and reliable,

therefore she should be promoted.

DO give a DISC Assessment to measure behavior style in various situations

Do’s & Don’ts of Promoting High Performers

DON’T promote without giving small leadership assignments to see if they’re a good fit for future leadership

• Have them be a Buddy to a new employee• Give small assignments like leading a meeting or training a new employee• Manage/order supplies/monitor usage• Track productivity rates

DO have a way to train and assess them. If you DON’T, you could be setting them up to fail

Recruiting HiPos• Do you have a growing company

with a Culture that attracts long-term employees?

• If not, you won’t have good, long-term employees to recruit from

• Look at capabilities of current employees and determine your gaps (use the 9-box grid)

DISC Assessment

• Stable• Supportive• Sincere• Slow• Sensitive

• Accurate• Cautious• Conscientious• Calculating• Condescending

• Collaborative• Inspirational• Interactive• Impulsive• Irritating

• Direct• Decisive• Doer• Domineering• Demanding

Dominance Influence

SteadinessCompliance

Big Picture

Reflective

People OrientedTask Oriented

Evaluate Employees to Find Future LeadersEnigma

Has potential but underperforming. Maybe in

wrong job.

Growth Employee

Valued talent, potential to advance further. Give challenges to develop.

Future LeaderTop talent, highest potential.

Promote and develop.

AssessUnder performing, need to

provide coaching.

Core EmployeeTo move up – motivate, engage

and reward.

High ImpactStrong contributor. Challenge, motivate, engage and reward.

Under Performer

Low potential, underperforming. Manage performance or remove.

Effective Employee

Productive but has reached career potential. Engage and

motivate.

Trusted Professional

Expert, specialist. Reached career potential. Retain,

reward.

Pote

ntia

l

PerformanceLow Medium High

Low

Med

ium

High

Recruiting HiPosWhen recruiting, ask specific questions that help identify their potential

Aspiration Questions

• What are your career goals for the next two years? Five years? • What opportunities can we create for you to move towards these goals here in this company?

Ability Questions

• What tasks in your job have you enjoyed the most and found most interesting? • Which have you disliked? • What are your most valuable talents and skills?

Engagement Questions

• Do you know our company goals for the year? • Are there any projects, activities or other responsibilities you would like to be a part of to help

develop your career?

Recruiting HiPos

Perks, Benefits

•Paid training to hone skills

•Additional mentoring•Career advancement

Training HiPos – Create Your Training Plan

Training HiPos – Create Your Training Plan

• Communication (verbal, written)• Customer Relations• Teamwork• Problem Solving• Conflict• Discipline

1. Start with Current Gaps

Training HiPos – Create Your Training Plan

• Offer training, reading assignments• Give performance assignments• As they learn new skills, make sure they can apply them in

the workplace.

2. Put their Skills to Good Use

Training HiPos – Create Your Training Plan

• How will you decide when further training is needed?• How will you assess if training goals were met?

3. Were Objectives Met?

Training HiPos (Supervisors vs Managers)

Supervisors

• People management• Problem solving• Communication skills• Motivating others• Building effective teams• Customer relations• Basics of budgets, productivity goals

Managers

• Strategic thinking skills• Taking strategy from a plan to

implementation• Leading change• Leadership training• Train the trainer, developing

supervisors/team leaders• Managing Vision, Purpose, Culture• Business acumen, financial statements

Training HiPos – Types of Training & Tools

Developmental Training, Additional Responsibility • NOT dumping, but giving opportunities such as running meetings,

interviewing, onboarding, training new employees, etc.

Role Rotation Training• They perform different jobs within the company

Leverage Technology (apps, software, online videos)

Training HiPos –Types of Training & Tools

Schedule regular meetings (weekly or bi-weekly)

Formal Training in Business, Interpersonal & Leadership Skills

Coaching

• When they have a problem, ask “what you would do?” & discuss options

Training HiPos

• Training Programs• Videos / LMS (learning management system)• Hire a coach, consultant to help you create your plan

Where to Get the Training:

Retaining HiPos

Have a Plan: give assignments and empower along the way

As each skill is mastered, add a new one

Engagement, training, coaching, follow up & feedback are critical for success

Regularly scheduled accountability meetings• What has been accomplished, what hurdles overcome, what have they learned, what is new

the challenge, goal setting

Include HiPo in strategic planning meetings for input and feedback

Summary

Create your company’s plan for growth

Recognize the difference between High Performers and High Potentials

Look for 3 traits: Ability, Engagement, Aspiration

Use the Employee Evaluation Chart to evaluate current employees for potential

Recruit, Train and Retain HIPOs for your business

Follow Up Call: Create a Culture to Attract HIPOs• Thursday, Nov 8th at 2 EST, 1 CST, 12 MTN, 11 PST• 857-232-0155 (Code: 704072)• We’ll send email reminder

Sharon Cowan, CBSE772-563-7320Sharon@cleaningbusinessconsultinggroup.com

CleaningBusinessConsultingGroup.com

Jean Hanson, I.C.E.763-515-3721jhanson@thejanitorialstore.com

TheJanitorialStore.comMyHouseCleaningBiz.com