High Performers vs. High Potentials: Who Should You Promote?

7 Minute Read

Ever faced this dilemma? You have a rock star team member who always nails their targets, delivers top-notch results, and is your go-to person for tough problems. Naturally, you think, “They’d be an amazing manager!” But then, there’s another team member who might not always be in the spotlight but shows incredible promise, vision, and leadership potential. So, who do you promote? It’s a tricky decision, right?

Promoting team members to management roles is one of the most critical decisions you can make as a leader. The success of your organization depends not only on having strong individual contributors but also on nurturing effective leaders who can inspire and guide their teams. But it’s not always clear-cut. High performers are reliable and consistent, while high potentials bring fresh perspectives and a growth mindset. Both have their unique strengths and considerations. So, how do you ensure you’re making the right choice? How can you proactively prepare your team members for the challenges of management?

Company Culture, Training, LeadershipRevela GroupJune 19, 2024Management Skills, Employee Retention, Emotional Intelligence, Leadership Development, Professional Growth, Communication in Management, Career Planning and Mapping, Continuous Learning, managers, Manager training, high potential, high potential leaders, high performing team

Unlocking the Potential of Your Managers: A Comprehensive Guide to Retaining Your Best Employees

7 Minute Read

We've all heard the saying: "People don't leave companies, they leave managers." This powerful truth speaks to the heart of employee retention. Managers have the ability to make or break the employee experience, influencing whether they stay and thrive or seek opportunities elsewhere.

How do we keep our best employees from looking elsewhere? Retention isn't just about compensation and benefits; it's about relationships and opportunities for growth. Your managers are in the best position to foster those relationships and nurture those opportunities. So, the solution lies in giving managers the skills to lead effectively. If we want to keep the stars of our organization, we must ensure that our managers shine first.