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High Performers: How the Best Companies Find and Keep Them [Leon Martel] on bahana-line.com *FREE* shipping on qualifying offers. In High Performers Leon. bahana-line.com: High Performers: How the Best Companies Find and Keep Them ( The Jossey-Bass Business & Management Series): Leon Martel.
While you could just let them fly solo for a long time, even the best employees will need support from their managers to continue thriving at work. While high performers do show a stronger tendency than other employees to direct their own learning, a Harvard Business Review article says they expect their managers to help them grow, too.
And the help you provide must be differentiated from how you might support a lower performer because their challenges, needs, and aspirations are also different. Some people like getting feedback privately, others publicly. Some prefer it via email, others in-person. And some care little about words and more about actions of thanks: In a study on what high-performing employees value at work , compensation, bonuses, and recognition from higher-ups all fall in the top Too often, we insist employees check every single rung on the skills ladder.
We wrongly believe that the only way for them to advance in their career is to be good at everything all the time. And yet we focus on their deficiencies—the checkboxes left unchecked—rather than sharpening their strongest assets. So, give your highest performers a chance to continue to excel at their strengths, and the tools they need to become an expert in their field. When you have amazing employees, one of the best things you can do to keep them engaged is encourage them to teach others. Teaching helps them hone their skills even further, and validates their expertise.
Encourage them to share their knowledge and flex their expertise, and leave the format to them to decide. No manager is perfect.
Encourage them to make connections with other high performers in your organization and to work on important projects together--and then invite them to present the results to your executive team. Your top employees will benefit and be further engaged in their organization and in their work from being assigned to a mentor who can help provide advice, career guidance and connections to others in their network. But it shouldn't be just any mentor--find senior employees who have a real knack for engaging with younger people, while giving them the advice and support they need.
The stronger the employee, the more they will thrive on being challenged by work assignments. While they may occasionally make mistakes--or even fail--don't hesitate to delegate important assignments to your high performers. Put them in charge of a new customer initiative, assign them to leadership roles in cross-functional teams, or have them start a new venture in an entirely new area of business for your company.
It's essential to make it clear to your top employees that they will have opportunities for advancement.
If they don't see a future with your organization, or if they think that they will have to wait too long to advance, then they will look for opportunities outside your company. Set aside time to chart out a career plan, with clear milestones, training and assessments along the way.
Expose them to a broad and varied range of assignments so they will have the exposure they need to become effective executives. It's never a good time to lose a great employee.