How to Manage and Motivate your High-Performing Employees
For fast-paced organizations, high-performing employees are the cornerstones that hold your company’s challenging days together. They work to bridge the issues using their independent and reliable strategies that can embody the business values and work ethics.
They work hard to uplift the organization, but when these high-performing employees struggle during a particular phase, they need as much support as anyone else.
This post let us know the different ways to tailor the management styles to manage high-performing employees and make them satisfied and productive.
Provide the tools to grow and the right development opportunities
High-performing employees always crave growth and challenging opportunities. So, when high-performing employees show interest in something else, organizations must take measures to support them.
It is essential to motivate high performers by giving clear career pathways that show that the organization cares about their future. Organizations should arrange the right development opportunities to polish their skills and enable high performers to learn something new.
Keep high-performers challenged
High-performers always look for interesting and complex tasks to showcase their full potential, without which they may feel bored. While giving an assignment to high-performers, stretch assignments and set larger-than-normal goals. When you assign the project, ask them to take ownership and be fully responsible for the outcome.
Define goals and expectations clearly
High-performing employees always need clear and ambitious goals that can motivate them. Moreover, apart from the job-related goals, they will also have career development goals that will help them to have promotions within the organization.
Promote autonomy and avoid micromanagement
High-performers may not welcome close management; instead, it would be better to allow a level of autonomy for these employees by clearly setting objectives and a level of autonomy. Although, the managers need to provide support and guidance for these high-performers if necessary.
Though high-performers have high-demand skills and capabilities, it is important to ensure they don’t take on too many tasks simultaneously. Over-commitment can affect the work quality and their concentration. So, it is necessary to provide a suitable workload for employees.
Seek input from high-performers
Even though you are more experienced than your high-performing employees, it would be great to reach them for suggestions as they may provide some unique insights. Seeking insights and rewarding high-performers can foster employee growth and leads to the upliftment of the organization.
Employee recognition and employee rewards
Like every other employee, high-performers do not like to feel taken for granted. They must be recognized for their hard work and rewarded, or it can lead to disengagement and demotivation. The recognition need not be about huge pay rises or bonuses, but they should be acknowledged for their success. A tangible sign of recognition and appreciation can make employees feel valued.
Organizations need to retain high-performers. Organizations can retain, engage, and develop an organization’s top performers by following the above tips. However, it is possible that some of the tips can be applied to other employees too and build high-performing assets for the organization.
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