How to find, grow, and keep the top 5% employees who can change your company

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Every team has its star members who help the group reach big milestones. Some have extraordinary abilities, while others create team cohesion. Organizations also have standout members, which are often referred to as “high-potential employees.”

As consultants Jack Zenger and Joseph Folkman explain, high-potential staff are usually in the top 5 percent of all employees: “These people are thought to be the organization’s most capable, most motivated, and most likely to ascend to positions of responsibility and power.”

While everyone’s contributions are valuable, star members typically have a disproportionate effect on innovations, achievements, and results. According to an article on Harvard Business Review, the Pareto principle, which holds that 80 percent of all effects come from 20 percent of the causes, also applies to star team members.

I’ve certainly noticed this effect in my company JotForm. Everyone works hard, but there are always a few people who rise above the crowd. Ultimately, star employees can have a major effect on our organizations, so it’s important to consider how we can identify, nurture, and retain them.

The five qualities of star employees

Before we can identify high-potential employees, it helps to consider what “star performance” means. Every organization will need to create its own definition, but in my experience, standout performers have five traits in common.

1. A great attitude

Strong employees have a growth mindset, so they don’t dwell on negative issues or situations. They always want to move forward. These team members also respond well to constructive feedback.

For example, when their work is critiqued, stars dig in and push to find new solutions. Inevitably, they come back with something better than expected.

2. Distinct skills and abilities

Skills are not the same as talent. While someone could have a natural gift for drawing, becoming truly skilled takes time. It requires concerted effort. Star players care enough to hone their abilities, which also stems from a growth mindset.

3. Confidence to aim high

A high-potential employee will accept a challenge and then set the bar even higher. It doesn’t matter if that bar exceeds their experience or skills; they’ll still tackle the problem head-on.

That doesn’t mean stars don’t fail. We all do. The ability to get up, dust yourself off, and overcome your fears is what matters.

I try to watch for people who are ahead of the pack , who attempt to do what others haven’t even considered yet. It’s exciting to see people stretching themselves.

How to identify potential stars

How to grow your stars  and encourage them to stay

What high-potential employees can offer