7 Actions For Managing High Performing Employees
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- čas přidán 9. 07. 2024
- How you go about managing high performing employees is every bit as important as having high performers on your team. High performing team members add that secret sauce to the team, help drive the rest of the team further, and are a key part of the team delivering great results.
I take you through 7 actions I have found to be super important in managing high performing team members.
When thinking about managing high performers, setting expectations and goals together is a great starting point. Getting their input drives ownership of their goals, which in turns improve performance against those goals.
High performers at work also need to be constantly developed to make sure you can keep them in your team for as long as possible. So constantly work on development. This is the best way for how to retain high performing employees. A great example is innocent drinks which have 70%+ of the HR team focused on staff development.
What managing a high performing employee, delegate problems not tasks. Problems require the high performer to think, plan, make decisions and implement solutions. Delegating tasks alone doesn’t require them to think, plan and make decisions which is a waste of talent and your time, plus does not development the high performing team member in the same way.
Next, it is important to what out for high performers burnout. High performing employees are the most like to burn out in my experience. As their manager you have to tread the line between keeping them challenged and learning and guard against overloading them with work or pressure.
Investing time coaching and mentoring high performing team members (and all team members) is the best way I know to increase performance of the individuals and the team. You will get back your investment many times over. Plus you can stay close to what they are working on without risk of micromanagement and build better relationships with them.
High performing employees want to be rewarded for what they deliver. Praise, compliments, prizes, and many other forms of reward which are easier to provide than money should be considered.
And finally, you do need to pay high performers well otherwise they will leave. There is high demand for high performing employees so another company will be happy to meet their expectations if you don’t.
High performing employees are a pleasure to work with. They do take every bit as much effort and through to keep them happy as other staff and it is twice as important that you take the time to keep them developing and staying within your company.
Enjoy managing your high performing team members!
00:00 Intro
01:24 Set Expectations and Goals Together
02:51 Constantly Work on Development
04:08 Delegate Problems not Tasks
05:22 Balance Challenge vs Burnout
06:52 Invest Time coaching & Mentoring
08:40 Reward Great Performance
10:50 Pay Them Well
12:32 In Summary
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8 Steps to Delegate Effectively • 8 Steps To Delegate Ef...
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If you have any questions, please leave them in the comments section below and I will get back to you.
Let me know of any approaches that have worked well for you when managing high performing team members in the comments below.
I am a high performance worker and have problems with low performance bosses. When I have quit a company in the past they usually have to hire three people to replace me. How does one train the boss to improve the company's bottom line and my bottom line at the same time?
The boss sets the rules so trying to "train the boss" I suspect will not get you very far. I am assuming you have tried to find a high performing boss - someone you respect, delivers and you can learn from. Perhaps you can work a few angles that will help you deliver results and negotiate a better pay rise and bonus AND will also help your boss with their targets too. If it is mutually beneficial you are a lot more likely to get your boss moving in a similar direction to you. (And I appreciate all this is easier said than done)
When you have a manager who just stepped in and realizes who you are, a high performer, why do they try to simmer you down or stop you? I used to sell pallets of product that was on sale. Now I sell what's on sale and that's it. Seems like when I get set up to start moving again hmm at a good rate my boss orders more product forcing me to back off and stock the shelves.
Have you asked your manager to explain why they are asking you to hold back? You could phrase it something like "I am confused. I thought the priority was to sell these products. You are asking me to stock the shelves. Please can you explain what I am missing?" You might get some useful insights or you might find out the manager doesn't have a good reason and has some other issue.
50% more pay for working hard? Wish that was an option in most industries.
Working hard is not enough - creating value is what is needed. If you can translate value into financial measure such as extra revenue and reduced costs - brilliant. Time saved, processes improved, efficiencies realised, happier customers etc are all good secondary measures. Capturing value created gives you a stronger case to ask for a pay rise or get a higher paying job elsewhere. Appreciate that this is not always easy.