Obviously, keeping high performing employees with your organization delivers benefits and is a primary goal of leaders. High performers contribute to your organization\u2019s succeed \u00a0now and help set you up for success in the future by making the right decisions, at the right time, that align with business goals. Star employees also act as ambassadors for your organization, raising your profile and image with clients and potential employees.<\/p>\n
However, because high performing employees excel in their roles, they have various employment options. This is especially true for younger employees. Gen Ys recognize that there are many opportunities available to them. They will leave your organization much more quickly than previous generations if they feel that they will have a better experience in a different work environment.<\/p>\n
So how do you manage high performers and keep them with your organization longer?<\/p>\n
Just because an employee is performing well, it doesn\u2019t necessarily mean that he or she is highly engaged at work. In fact, a 2013 study showed that in 42% of companies, the best workers were the least engaged<\/a>.<\/p>\n In order to engage employees, it\u2019s important to understand what high performers value at work. In general, they want to be challenged. You can increase their engagement levels by giving them stretch assignments that challenge them to grow and learn and by recognizing them when they succeed. High performers are looking for new, interesting and meaningful work. Talk to them, find out what they are interested in and then give them assignments that meet those interests, even if this means going outside of their job description. Job rotations, secondments to another part of the business, cross-functional projects are all great ways to keep top performing employees invested in the business and eager to continue to delivery results.<\/p>\n Many mangers spend more time and attention on employees who are not performing, rather than focusing on those that are excelling in their roles. This approach is often necessary to improve team performance, but it can be counterproductive if it disengages high performers. One strategy for ensuring high performers continue develop and grow is designing a formal mentoring<\/a> program.<\/p>\n A mentor can help provide career advice, guidance and networking connections that can greatly help high performers succeed in their careers. This will also contribute to keeping your top talent more engaged, performing well and striving to meet new goals and challenges.<\/p>\n It\u2019s important that you communicate to high performing employees what career paths exist for them in your organization. If they don\u2019t feel that they have an opportunity to advance, or if they feel that it will take too long for them to be promoted, they may look elsewhere for opportunities.<\/p>\n Sit down with your high performing employees individually and walk them through possible career paths, along with timeframes, milestones and performance standards. \u00a0Be specific based on their individual interests and desires. Work with them to create a career path that they will aspire to. This will demonstrate to them they have an exciting future with your organization and will encourage them to keep up their high level of performance.<\/p>\n Remember that many high performers, especially younger employees, are not motivated solely by money or by impressive titles<\/a>. They want to do meaningful and interesting work that matters to them. Therefore, they are often not impressed by promises of raises or promotions unless these advances are accompanied by new responsibilities and challenges. Therefore, a one-size-fits-all approach to career advancement won\u2019t be successful. You must tailor the career paths, mentoring activities, stretch assignments and learning opportunities to meet individuals\u2019 needs and expectations.<\/p>\n","protected":false},"excerpt":{"rendered":" Keeping High Performers Obviously, keeping high performing employees with your organization delivers benefits and is a primary goal of leaders. High performers contribute to your organization\u2019s succeed \u00a0now and help set you up for success in the future by making … Continue reading Mentoring High Performers<\/h3>\n
Offer Opportunities for Advancement<\/h3>\n