Human potential is something you have to understand as a general concept before utilizing it as a standard for your employees to meet. It is important that the act of gauging potential varies and breaking human potential down into smaller expectations can help you but it’s not always consistently accurate. Sometimes the employee that deserves a promotion does not meet all of the expectations. Some employees have greater strengths than others. It all depends! Therefore, it is important that you learn how to gauge potential correctly. HRMatrix is here to provide you with tips to help you gain a better understanding of what human potential is and how it can be measured.

Don’t Compare

The first thing you have to accept is that comparisons are not productive. If they are beneficial to you, how can they be deemed productive for others? When you assess the values, traits, and characteristics of your employees, you’ll find that nobody is perfect and nobody’s alike. One’s weakness might be encompassing and another’s strengths are not as impactful. Employees are individuals and should be perceived as such. We are going to discuss the part that is highly significant and relevant to our advice about comparison below. When you finally decide to not compare your employees, it’s going to make the second step much easier.

Getting to Know 

Getting to know your employees requires a genuine effort. It doesn’t mean you only know them to a surface-level extent. It doesn’t mean you only learn their likes and dislikes. You have to perceive them as individuals as we’ve mentioned countless times. While this may take time and effort, it’s actually a rewarding process. Your employees will be grateful that you cared to know them on an interpersonal level. While there are professional boundaries implied, you can always make the effort to understand your employees on the foundation of friendliness.

Understand Goals

While you are assessing you are employees to gauge their overall potential, make note of what their goals are. Are they reasonable, ambitious, or underwhelming? Goals are indicative of one’s self-perception. You should also make note of their weaknesses. You can directly ask them and also refer to their performance review. This will help you get a full and thorough idea of who each employee is. Strengths and weaknesses will prove to you that each person is different and operating on outdated corporate standards is irrelevant.