The actions taken by many companies in response to this recession (e.g. layoffs, cutbacks, reduced compensation, less transparency) may cause High-Potential employees (HIPOs) to leave, according to the latest research by Sirota Survey Intelligence.
High Potentials are among the most positive employees. According to the research, HIPOs often view their company's policies, procedures and actions as fair. They rate job autonomy, pay, career and rewards more favorably than other employees; and report feeling more involved with and respected by the company and its leaders.
The study found certain attitidues to be common among HIPOs.
Fairness -- High Potentials are 14% more favorable than all other employees when considering areas like favoritism (they see less of it) and due process (they see more of it). They are also 8% more favorable when considering how they are treated by the company and their managers.
Meritocracy -- HIPOs are 12% more favorable than all other employees when considering the linkage between their performance and their economic rewards. They are also 7% more favorable about the non-financial recognition they receive from management.
Career -- HIPOs are 8% more favorable than all other employees when considering their opportunity to develop in their career and advance their position.
Autonomy -- HIPOs are 8% more favorable than all other employees when considering the freedom they have to do their job and other job elements.
Involvement -- HIPOs are 6% more favorable than all other employees when considering whether their management is seeking and then taking action on their ideas (as well as involving them in matters that affect them). Yet, high performers are more critical today when considering their company's ability to attract and retain top talent employees and other key elements of their company's performance and culture.
Corporate Social Responsibility -- High Potentials are 10% less favorable than all other employees when considering how well the company is taking into account the interests of the communities in which it does business. They are also 6% less favorable about how well their leadership (and the company) lives the values in general.
Attraction/Retention -- HIPOs are 8% less favorable than all other employees when considering how well their company is able to attract and retain top talent.
Communication -- HIPOs are 8% less favorable than all other employees when considering how well the company is communicating changes in policies, practices and procedures.
Effectiveness of Company -- HIPOs are 5% less favorable than all other employees when considering whether the company is being effectively managed and well run.
