make it shortedd Looking at how well employees might do in the future is a big part of managing people, as it shows how much they can grow, learn, and help meet company goals. Unlike just looking at what they've done before, a full view uses many ways to look at not just what they can do now but what they might do later. This response will look at the main ways to figure out an employee's future potential, think about past times we've looked at how are doing, and suggest how to make it better, using ideas from articles about managing people.

Ways to Figure Out Employee Potential:

Performance: Checking how well someone does their job is a basic way to see their potential. Things like hitting goals, doing high$-$quality work, getting a lot done, and meeting deadlines show what an employee can do now and how they help the company.

Wanting to Do Well: Wanting to do well and being involved are important for doing a good job and making a good place to work. Looking at how happy someone is at their job, what they say about it$,$ and if they join in training and learning shows how much they want to do well.

Quick to Learn: Being quick to learn, or being able to pick up new things fast, shows an employee's potential. People who learn fast can keep up with changes and take on new tasks well.

Fitting in: Seeing if someone's values and way of working match the company's is key. People who fit in well are more likely to do well and add to the company's success.

Skills and Abilities: Knowing what an employee is good at and where they could get better is key. This means looking at job skills and "soft" skills like talking well, working with others, leading, and solving problems.

Leadership Skills: It's important to spot people who could be future leaders. This means looking for qualities like starting things on their own, making good choices, being able to guide others, and being ready to lead.

My Experiences with Employee Evaluations:

In jobs I've had before and now, looking at how employees are doing usually means talking about performance, setting goals, and getting feedback from bosses. While these talks are useful for knowing what someone is good at and what they need to work on$,$ we can do better.

Evaluating workers often looks at past work more than future talent, which might not spot those with high potential. Also, evaluations can be biased or based on personal opinions, making the process uneven.

To make evaluations better and spot and grow employee talent, we can make several changes:

$"$In a recent public survey by Deloitte Services, $58\%$ of executives surveyed believed that their current performance management approach drives neither employee engagement nor high performance$.($Bright & Cortes, $2019,$ p$.346)$ These suggestions below would help the employee performance and have better evaluations.

Creating Personal Development Plans: Working together to make personal plans that match what the company wants and what the employee wants can make workers more interested and motivated. These plans should have short$-$term targets for getting new skills and long$-$term career goals.

Adding $360-$degree Feedback: Getting feedback from teammates, those under the employee, and others can give a full view of what the employee does well and where they need to improve. This approach, with feedback from many sides, can show hidden weaknesses not seen by just one person.

Using Clear Metrics for Talent: While seeing the potential in workers often involves personal judgment, using clear measures, when possible, can reduce bias and make the process fairer. Using standard tests or skill lists to measure abilities can give a clearer way to see employee talent.

Offering Ongoing Feedback and Coaching: Instead of just yearly reviews, giving regular feedback and coaching can help workers get better at their jobs as issues come up$.$ Regular talks between workers and their bosses can make communication better and help with worker growth.

Overall, seeing the potential in workers needs a well$-$rounded approach. By looking at different things like work, skills, readiness to learn, leadership qualities, willingness, and how well someone fits with the company culture, businesses can better find and support their best workers. Taking ideas from how to manage people better, and making the evaluation process better can more accurately spot high$-$potential workers, leading to long$-$term success for the company. "A recent global survey by CEB Global reports that more than $9,000$ managers and employees think that not having performance evaluations is worse than having them." $($Bright & Cortes, $2019,$ p$.347).$ Having employee evaluations is important, as seen in these statistics, but they need to be better. summary