Final answer:
HR should counsel the manager on the importance of retention and talent development, focusing on the benefits of nurturing high-potential employees for the organization. They should encourage a positive manager-employee relationship, emphasize open communication, and suggest implementing mentor programs.
Step-by-step explanation:
The best approach HR can take when coaching a manager who chooses not to identify high-potential employees is to counsel the manager on the importance of retention and development. This counseling should highlight how recognizing and nurturing high-potential employees can benefit the organization by fostering professional growth and retaining top talent, which can be more cost-effective than external hiring. HR should also emphasize the role of a manager in providing opportunities for skill development and the significant impact this has on employees' job satisfaction and career growth.
HR can encourage the manager to develop a positive relationship with their team and to understand their direct reports' motivations and career aspirations. Additionally, HR can guide the manager to create a culture of open communication and to consider developing and encouraging workplace mentor programs. By doing this, the manager can help employees envision long-term career trajectories within the company, thereby increasing their engagement and commitment.