Topgrading

Though some clients are sticking with the categories A, B, and C player, many have simply begun discussing whether someone is an A player, has the potential to become an A player on a timely basis (usually within a year), or is a non-A player without A potential.  Based on Topgrading’s definition of A player, a high performer who is in the top 10% of the talent available for the pay, it really doesn’t matter whether a person is a B or C player - there are A players out there who will do that job for the same compensation and perform at a much higher level.  Research from several sources estimates that a top performer is twice as productive as an average or below average employee. 

Just keep in mind that A potential is not a perpetual category.  If you deem someone “A potential” and that person has not improved enough within a year to be considered an A player, it is probably time to figure out where that person can be a high performer elsewhere.    

Another trend we have noticed, and recommend, is the separation of the administrative accountabilities of the human resources function and talent management.   Too often those administrative responsibilities such as benefits and employee relations take precedence over packing the organization with A players.  The administrative things are often acute problems, fires to be put out now, while having a lower-than-possible percentage of A players in the company is more of a chronic problem. 

Several Topgrading organizations mentioned in previous posts separated those jobs after they began implementation of Topgrading tools and principles.  They realized that managing talent is a big job; a big job that has the potential to have a gigantic positive impact on the organization.  Aric Dershem (VP of People Development, National Heritage Academies), Danielle Robinson (Topgrading Director, Rudy’s Country Store and BBQ), and Travis Isaacson (Director of Organizational Development, Access Development), all have one main focus - increasing the percentage of A players in their respective organizations.