Both groups of high potentials express a high commitment towards their job. But the interpretation of that commitment appears to be quite different for those who are informally named high potentials and those who are formal. Without the organizational commitment of formal recognition, high potentials appear to have looser ties to the firm.
Informally identified high potentials are more likely to be actively seeking other employment than are (F1)
formally identified ones. In spite of being important to the organization, the informal group is not only willing to leave for the right opportunity – but more likely to be proactively seeking out that opportunity.
This may be the most important finding for organizations that have a significant number of informally identified high potentials. The level of transparency and formality in identifying high-potential talent has a direct impact on employee retention.
