5 High Performer Talent Management Blunders to Avoid

3 cartoon businessmen are on a cliff; one is blindfolded and about to fall off

Don’t let your top talent be tempted to go elsewhere. Smart leaders keep high performing employees engaged and productive right where they are…at your organization. They are your most valuable asset and should be a major component of your competitive advantage. Do not risk losing your best employees by making the following most common mistakes where top talent is concerned:

Talent Management Mistake #1: Giving managers the sole responsibility for developing high performers
Yes, line managers are the ones who know their team members best and can identify their high potentials. But, no, they are not the ones who typically have the time or the expertise to guide the training or hone the talents of their more promising employees. Get development help from the experts…either senior managers who can act as mentors or specialized performance coaches who know how to enhance strengths and improve weaknesses that matter most for you and your business.

Talent Management Mistake #2: Assuming top talent will continue to succeed in ever more challenging roles
A few will prosper, but many will not. On average, only a small percentage of your current high performers will be able to adapt to and excel in successively more difficult roles. They may be high performers at their current job…in a role they know well and are perfectly suited for. You can’t just promote them and expect they will continue to succeed within a new context with higher expectations, greater visibility and more complexity. They need to develop the specific competencies for their new role and have the consistent support needed to succeed.

Talent Management Mistake #3: Protecting top talent from failure
The best leaders have learned how to deal with failure. They accept it as part of any career, bounce back, and reflect upon how to avoid it next time around. Give your high performers an opportunity to learn and grow from mistakes. This is how they will learn to face difficulties, test hypotheses, and rebound better, faster and cheaper than before. They need to be tested in the real world and prove their ability to grow and adapt. Do not over protect them.

Talent Management Mistake #4: Expecting that high performers are highly engaged
Unfortunately, high performers are not necessarily highly engaged employees. In fact, they often have lower levels of advocacy, discretionary effort and retention. All too often, high performers are at risk for leaving because they don’t feel that their personal goals are well aligned with the goals of the organization or because they don’t feel that their coworkers are as capable as they should be. In fact, according to our latest employee engagement research, almost 30% of high performers intend to leave their current companies within the next twelve months. This should be a huge red flag for any talent leader.

Make sure that you always know what your top talent wants and needs to stay highly engaged. Start by defining a growth path for their future and see that there is reason for them to be confident in the talents and commitments of leadership and their team members. Then ensure that there is a match between their personal agenda and the corporate goals.

Talent Management Mistake #5: Being indiscriminate in compensation plans
Top performers generally work harder and are significantly more effective than the other workers on their team. They rightfully feel they deserve to be fairly compensated for their extra effort and productivity. If you don’t find a way to compensate them above others, they will quickly become discouraged and feel unappreciated. Make sure that your high performers feel as though the rewards they receive are commensurate with their contribution.

The Bottom Line
Winning organizations know that different employees contribute differently to their success. Because of this, smart leaders do what it takes to attract, develop, engage and retain their best talent. Especially for companies that rely on their people to succeed, performance depends on designing and implementing the right talent strategy.

Comments are closed.

VNUS Medical has been very pleased with the effective management development programs that LSA Global has delivered for us over the last four years. The programs have been universally facilitated by experienced and best in class instructors. The knowledge gained by our management team has been put into practice very quickly. VNUS is very happy to be working in partnership with LSA because they consistently deliver excellent programs that receive exceptional feedback from our management team.

Cindee Van Vleck
Director Human Resources

I’ve partnered with LSA Global at two companies now, and I consider them a valuable and trusted training and consulting resource. They recommended just the right solution to address our management development needs and have wonderful facilitators that match YuMe’s culture and style of our management team. I would highly recommend LSA Global to any company wanting to deliver quality learning solutions with a valuable learning and development partner.

Maya Paul
HR Director

LSA’s customized Effective Presentation Skills program has helped me elevate my presentation skills to the next level. I now have a much greater self-awareness of my presentation skills and can leverage off of my strengths while working to improve upon other areas. I would definitely recommend this solution to anyone for whom business presentations are an integral part of their job.

Jim Elliott
Senior Marketing Manager

Samsung

I continue to be impressed by the level of leadership development and management expertise and quality of advice and facilitation that LSA has to offer. What a smart and client-centric group of great people who really know how to help leaders attract, engage, develop and retain top talent.

Tracy Esposito
Director, HR Business Partner

The refreshing thing about LSA is that they focus on understanding our business situation and helping me succeed instead of selling a product. With over 150 experts, they are an invaluable resource that helps me deliver higher quality results faster. I recommend them to anyone looking to improve the performance of their workforce.

Stacie Rodgers
VP of Human Resources

Cutera

LSA’s consultant designed and delivered a half-day team building solution for our recent conference. It included careful customization to integrate the design with our new mission and values. Everyone had fun and identified key issues with our teamwork. Altogether a great program!

Bob Ward
Director of HR

Understanding and conforming to legal compliance was very important to our company. We turned to LSA Global to provide a quality and cost effective way to ensure that we were AB 1825 compliant. Their interactive eLearning program was top-notch. It allowed our managers to learn at their own pace, and on their own time. The program was tailored to include our logo and our internal harassment policies. It was interactive and met all federal and state legal requirements. I would highly recommend LSA Global to any company looking for an efficient and effective and top quality way to train their managers to be in compliance.

Kelly Warren, SPHR
Director, HR & Compliance

LSA custom designed a Management Development program that is absolutely “on target” for our technical managers. Their facilitator has done a superb job delivering the material in a way that is fast paced, highly interactive, and fun. She presents practical solutions to the people situations that our managers face every day. I regard LSA as an excellent partner that understands our business needs and a virtual member of our HR department.

Judith Onton
Vice President Human Resources

I have worked with LSA Global at previous companies and welcomed the opportunity to bring them in to support my new organization. We worked closely with LSA to design a solution for our Client Partner Teams and Management Training on both coasts. LSA designed a customized solution for our business and organizational culture. LSA is a quality organization, one that I’d recommend to any company looking for a first class training and consulting partner that makes an impact.

Laurie Torres
Chief People Officer

Congratulations on your pro-activity in establishing this program and developing such an effective New Employee Orientation course.

Farhat Ali
President and Chief Executive Office

Fujitsu

LSA is an instrumental training outsourcing partner in helping us to build management capacity and strategically invest in our people. Their flexibility, depth, and breadth of expertise allows us to deliver top quality solutions that are directly tied to key business plans. Their ability to custom design, deliver, and evaluate our Management Curriculum has been excellent. They are true business partners and a pleasure to work with.

Margaret M. Mader
Vice President, Human Resources

Hyperion

I am very impressed with the quality of work and talent. LSA did a great job of listening to my needs and providing the exact management training program expertise I needed to get the job done.

Don Pryor
Director, Business Planning & Analysis

LSA helped change our entire culture around meetings, making them more effective and efficient, thus enabling us to concentrate on driving more business.

Terry Wassman
VP of Human Resources

I highly recommend LSA Global to anyone who is looking to improve individual or organizational effectiveness through their top quality programs and broad range of expertise.

Greg Pappas
VP of Human Resources

Working with LSA Global has proven to be extremely valuable and worthwhile. LSA understands our business, has deep expertise in content areas, and tailors the programs to deliver great results. The facilitator was extremely knowledgeable about Working Globally with India and her energy and passion made the session interesting, fun, and enjoyable for all that attended. The participants walked away extremely pleased along with highly useful practices and tools. I would highly recommend LSA Global to any company that has partners or offices in India.

Glenn McGillivray
Human Resources Business Partner

Intuit

Evaluate your Performance

Toolkits

Toolkits

Download key published insights and tools from industry experts highlighting best practices in the areas of talent, strategy and culture.

More

Health Checks

Health Checks

Want to know how you stack up against leading organizations?  Receive a complimentary benchmarking analysis courtesy of an LSA Expert.

More

Whitepapers

Whitepapers

Get up to speed on timely solutions critical to your business. Published by LSA Experts based upon client feedback and key industry trends.

More

Methodology

Methodologies

First we identify the key metrics you want to improve. Then we assemble a dedicated team of elite experts who have successfully solved similar problems with similar clients.

More

Blogs

Stay up to do date with the latest information on how we help high growth companies align their culture and talent with strategy.

More

Case Studies

Client Case Studies

Real world consulting and training approaches from LSA projects, providing insights on how your company can outperform the competition.

More