Just as with average performers, it is
important to understand and appreciate the values and motivation of high
performers. Only by doing this will you be able to effectively manage their
work and ensure you consistently get the most out of them. You should also set
clear boundaries and outcomes for the high performer who will need to be clear
how they should approach work that they are likely to do quite independently.
Some of the key tips on guiding high performers
are…
- Give lots of feedback as to desired
outcomes. Then allow the high performer to work towards these targets
without too much input from yourself although still allowing for
opportunities to review how they are progressing.
- Let the high performer know the boundaries within which you expect
them to work. It’s ok for them to strive to do things differently in order
to be more effective, but this should not be at the expense of processes
and procedures.
- High Performers want to be inspired by the leadership, not managed. Try not to
micro-manage their work and get in the way of their progress.
- Encourage the high performer to work with others. Not only sharing
their expertise, but also understanding the challenges others face. A high
performer should be prepared to collaborate
with others to drive results.
- Be prepared to challenge high performers - You can do this by providing new opportunities or projects to get involved in. This will help keep them engaged with the organisation and reduce the chance that they will get bored.
- Praise, but don’t over-praise. Of course the high performer needs and deserves praise. However,
if this is overdone it can lead to the high performer over-valuing their
worth and becoming complacent. It can also build feelings of resentment
within the team, which leads to poor performance in others.
This is a short excerpt from the Trainer Bubble training course materials for 'Managing Performance', which you can purchase from our website at www.trainerbubble.com
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