You say you want a top performer, but can you recognize one when you see them? Because it’s not necessarily Gary who talks a lot in meetings, or Sonya who always responds to your emails within two minutes.
Why? Because someone who has a lot of potential doesn’t always look charismatic, or the person who replies-all the fastest. Sometimes it looks like consistency, smart questions, or someone who just gets things done without needing to be prodded.
So how do you know you’ve got a high-potential top performer? Let’s break it down.
#1: They ask good questions.
Not “What do I do?” questions. More like:
- “Why are we doing it this way?”
- “What’s the end goal here?”
- “What happens if this goes wrong?”
At first, it can feel like they’re pushing back. They’re not. They’re trying to understand the bigger picture. And people who understand the why tend to make better decisions when you’re not around.
#2: They bring problems and possible solutions.
Your employees should feel comfortable coming to you with questions or problems, but you shouldn’t just solve things for them. Instead, give them the information, resources, and guidance they need to resolve the issue themselves when it happens again.
High-potential employees pause, think, and try to solve an issue first. If they get stuck, they’ll ask for help. So they’ll either come to you with possible solutions—what didn’t work, what might work—or they’ll listen attentively to your advice and learn from your experience. Either way, they’ll take an active approach to resolving problems.
#3: They actually listen to feedback.
You give them constructive feedback. They don’t argue, make excuses, or give you a 10-minute explanation as to why something happened. Instead, they listen, take notes, absorb, and adjust.
The next time you see their work, it’s better. That’s it.
A lot of people say they’re open to feedback. High-potential employees prove it with action.
#4: People naturally go to them.
They may not have an official title or any authority, but somehow:
- Coworkers ask them for input
- New hires gravitate toward them
- They end up helping others without being told to
They’re reliable and helpful because they genuinely want others succeed. The don’t do it because they have to—they do it because it’s the right thing to do.
#5: They don’t need to be pushed.
A livable wage, work-life balance, and perks like insurance and retirement plans can have a huge, positive impact on employee motivation. And never, ever under-estimate the benefits of a natural light with a great view. But all the incentives in the world won’t stimulate someone who depends entirely on extrinsic motivation.
Bottom line: Perks work for a lot of people, but if a person is not very self-motivated—taking pride in a job well done, achievement-oriented, eager to learn and grow, and all that internal stuff—they won’t stay motivated for long. Tough days at work and challenging projects are what separate those who love the job for what it gives them, and those who love the job for the job.
High-potential people enjoy the rewards of their hard work, but they’re also self-driven. Doing a good job matters to them because it’s a reflection of them. So your rewards are very much wanted and appreciated, but it’s not their only reason for working hard.
#6: They care about the little details.
High-potential employees don’t just complete tasks—they polish them.
- Remember small details about clients and use them to make interactions feel personal
- Double-check wording and tone before hitting send
- Show teammates a faster or cleaner way to do something
- Think like a customer and suggest small changes that improve the experience
They’re not doing this for praise. Most of the time, no one even notices. But that’s the point.
They take the extra minute to get it right—whether it’s visible or not. And over time, those small touches add up to something bigger: trust, consistency, and work people actually remember.
Remember, not every high-potential employee is visible. Some are quiet and don’t draw attention to themselves. High potential isn’t about who looks impressive.
It’s about who:
- Thinks independently
- Adapts quickly
- Improves over time
- And makes work better for everyone around them
If you’ve got someone like that on your team, don’t wait until they leave to realize it, because they will leave. And probably for a place that noticed sooner.