When evaluating team members, it's easy to miss the untapped potential lying beneath the surface—especially when growth opportunities seem limited. But every person brings something unique to the table, even if it’s not immediately visible in their current role. To uncover hidden talents, try fostering a culture of continuous feedback, offering stretch assignments, and encouraging personal development. You can also tap into regular one-on-ones to understand their passions beyond their job description. Remember, sometimes the key to unlocking potential is simply giving people the chance to shine in a new light. Don’t wait for growth opportunities—create them!

Evaluating team members with limited growth opportunities can reveal untapped potential that benefits both employees and the organization. Implementing structured talent reviews is essential; these reviews help identify high-potential individuals who may be overlooked, fostering innovation and reducing turnover risks . Encourage employees to assess their skills and aspirations, which can uncover strengths they may not recognize . Creating individualized development plans based on performance assessments ensures targeted growth, aligning employee goals with organizational needs . Regular feedback and open communication foster an environment where employees feel valued, ultimately enhancing engagement and productivity.

Providing job rotation opportunities: Offering team members the chance to work in different roles or departments can help them showcase their potential in various fields. It also gives them a better understanding of the different aspects of the organization. This can begin by setting clear objectives for the job rotation, identifying potential team members, creating a clear plan regarding the rotation evaluation timeline, providing support and guidance throughout the process, and communicating the results transparently

Let’s think about this differently. Limited growth doesn’t always mean limited value. In fact, it can push people to come up with new ideas and solutions. Sometimes, growing doesn’t have to mean getting a higher position, but finding other ways to improve and learn in your current role. As HR managers, we should think about how we can create new ways for people to grow, even if it’s not through promotions. A change in thinking can really unlock hidden potential!

Sometimes, untapped potential hides in plain sight. I’ve seen great results by simply starting conversations about what excites team members outside their current roles. It’s amazing how often personal interests or skills align with organizational needs. Another idea is to create cross-functional opportunities, even on a small scale. Rotational tasks or shadowing other departments can reveal underutilized strengths. It’s not always about promotions—sometimes, it’s about reshaping roles to better-fit talents.