Practical Ways To Support Your Best Talent [VIDEO]

This question of asking for a member comes up so much in our leadership development programs, especially now with such a focus on retaining high-performing employees.

“I worry I’m not paying enough attention to the really high-performing employees, you know, the ones who look like they do not need my help. I’m so focused on struggling employees. How do I make sure I give my high-performing people what they need too?”

Retaining high-performing employees – what they crave most

We have listened to so many frustrated employees with high performance over the years, and their complaints are remarkably similar. They long to see them and notice them for the hard work they do.

They long for another “wow”. And they really want to have an advocate and a supporter.

Here are 7 relatively easy ways to support your high performance.

  1. Say wow, thanks
  2. Acknowledge how hard they work
  3. Ask them to show you what they do
  4. Ask them for their ideas
  5. Remove barriers
  6. Help them imagine a possible future
  7. Support them and support them

1. Say, wow! Thanks.

“Wow” is a great secret weapon for retaining high-performing workers. It is more than allowed to be impressed.

your High-performance employees Not going to let go because you were excited. You get more from what you encourage and celebrate and less from what you ignore … especially from leading talent.

A big “wow” followed by a genuine and heartfelt “thank you” from someone who respects high performance will win almost any accolade you can offer.

2. Recognize how hard they work

No matter how easy they make it look, it does not. Employees with your high performance juggle a lot that they do not bother you with (and may even think you do not understand).

They will be happy to tell you some stories. And the stories are worth hearing.

Raise a chair and listen.

A bonus for digging a little deeper here, this conversation helps ensure that their hard work focuses on what will most impact the team results.

Your high-performing employees want clarity and confidence that their work has a strategic impact.

Ask them to show you what they are doing

Think about the last time you realized something you were wildly proud of. Why did you crave the most?

For me, I know it’s someone to share it with. Ask for details and if you are surprised, show it. Side benefit: This is an exceptional way to uncover best practices.

Some of the biggest twists I was a part of started with asking some high-performing players what they were up to.

4. Ask them for their ideas

If you want to retain your high-performing employees, one of the best things you can do is ask them for their ideas.

We have heard so much frustration in our study for brave cultures:

49% said they were not regularly asked for their ideas. 67% said their manager works around the idea of ​​”this is the way we always did it”.

Your senior talent has ideas for improving the customer experience and productivity. They know what can make it easier for their peers. Ask them.

5. Remove barriers

That they do not complain does not mean that they do not have a list.

Every time I asked this question I was surprised by some of the easy “questions”.

No, not everything can be fixed.

But, if you can fix a few small things that interfere with your best performance, can you imagine the return on investment?

6. Help them imagine their possible future

Help them see beyond the obvious next steps, look around corners and broaden their peripheral vision for their careers.

Our developmental discussion planner works exceptionally well to manage these important career conversations. You can learn more about it and download it for free here.

7. Advocate and support them

Find ways to pick them up and promote them to your boss, your peers and their peers.

Make sure you know they have their backs.

The employees with your best performance are likely to do a lot on their own, and may not ask for help – even when they need it most.

If you want to maintain your high performance, recruit them again by showing them how important they are.

See also: Colleague conflict: 7 ways to get along with other high-performing peopleAccelerates staff to qualified staff


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