Reasons for Engaging Young Employees in HiPo Programs

An accomplished professional with a diverse background in human resources and talent management, Chandra "Chandi" Krohl serves as an administrative officer at MPA - The Association of Magazine Media. With extensive experience spanning over two decades, Chandi Krohl has held key roles in renowned organizations, including Clarabridge, where she oversaw leadership development, talent reviews, and HiPo initiatives.

HiPo initiatives help organizations retain employees with high potential to excel in target roles. These initiatives aim to match employees with suitable roles and drive long-term operational efficiency.

With the increasing number of people approaching retirement age, identifying high-potential employees based on their future potential rather than solely on their past performance allows organizations to consider younger talent for leadership development programs. This approach eliminates the traditional notion that employees must spend a long time with a company before being considered for such opportunities.

Organizations can better retain and engage these high-capacity employees by including younger individuals with leadership potential in emerging leader pipelines. Young talent often seeks challenging and fulfilling work, and by providing them with opportunities to develop their leadership skills, organizations can keep them motivated and less likely to seek new job opportunities elsewhere. This is particularly important for Millennials, who, according to a Gallop report, are known for being open to job changes.

Organizations engaging and developing their young, high-potential talent benefits them in two significant ways. Firstly, it helps retain these talented individuals, ensuring they remain valuable assets to the company's success. Secondly, it widens the leadership pipeline by tapping into a previously untapped pool of talented employees.