High performers are the coveted gems that every organization tries to possess. And why not? They are exceptional with work, inspire their colleagues, and significantly contribute to the company’s success. A study suggests that high performers are 400% more productive than an average employee. Now, how would you like to let go of such a talent? However, in the rapidly changing work landscape, attracting and retaining them is challenging.
Common mistakes:
Some common mistakes immediately turn off high performers. An organization should have a solid plan in place to avoid these mistakes.
– Establishing regular communication and addressing concerns is important. It is best to ask for their input to prevent dissatisfaction that can escalate into a major issue later.
– High performers do not like their wings clipped. So, providing them ample opportunities to grow and thrive is important. Confining them to narrow roles will make them lose interest very quickly.
– It is unfair to overload someone with work before they excel in a challenging task. High performers should be shouldered responsibilities equitably to prevent burnout.
– Overdependence on high performers can lead to fatigue and resentment. Therefore, equal distribution of responsibilities is essential.
Strategies to attract:
Promote autonomy: High performers love to take charge of their work. As they are self-driven, they appreciate flexible schedules and autonomous decision-making. Put confidence in their abilities, and you will reap far more than you have sown.
Eliminate red tapism: Bureaucratic barriers often obstruct innovation. High performers can hardly flourish in environments contaminated with office politics. Eliminate outdated protocols and give them the right atmosphere to grow.
Scope for leadership: High performers seek actionable feedback and quick access to decision-makers. Otherwise, they feel their energies are going in vain. Therefore, establishing an open line of communication between leadership and talented employees is mandatory.
Opportunities for training: High performers are keen learners. Therefore, it is important to give them opportunities to hone their skills. They can thrive the best in a dynamic environment that promotes growth and development.
Tips for retaining:
– Engage them frequently in trainings, conferences and networking events. This will quench their thirst for learning and growing, giving them further avenues for growth.
– Create a team of high-performers where they can collaborate, work with like-minded people and contribute to the company’s growth.
– Do not hesitate to acknowledge the special talents; they thrive on appreciation. Apart from monetary gains, you can assign them important projects and highlight their achievements to showcase how much the organization values them.
Top talents are undoubtedly the driving force behind any organization’s success. However, they need to be treated more tenderly and with care. Their whims and egos can be as superlative as their skills. You can channel their energies for your growth and win their loyalty by providing the right environment.
