3 Tips to Better Engage and Retain High Performers

Engage and Retain High Performers A box is labeled "Handle with Care" as you should handle top talent

Would You Like to Better Engage and Retain High Performers?
Most companies need to engage and retain high performers to execute their growth strategies.  Retaining high performers, also known as HiPos) and developing the right talent for the future is what talent management is all about. And to succeed at the talent game, you need to treat your high performers with care.

High performersare not “fragile” in the sense of easy to break. Rather, because they are critical to your business success, they deserve special attention and differentiated treatment.

Three Tips to Better Engage and Retain High Performers
And it’s not all that complicated. It just takes some psychology…understanding what motivates high performers and what keeps HiPos challenged and committed. Here are three tips on how to retain high performers right where you need them.

1.  Employee Rewards and Recognition
First of all, high performers are just like the other performers on your team in this respect…they like to be fairly and proportionately recognized for their contributions. High performers are always striving to do better and take on greater challenges. Along the way, they are bound to fail here and there.

It makes it ever more important that, when they succeed or go above and beyond, you shower them with praise for a job well done. Just because, as a rule, they excel beyond expectations, they are not immune to a pat on the back. But be specific with your praise.

Generic praise will fall flat. Thank them for a specific job taken on and completed successfully.

2.  Employee Uniqueness and Differentiation
High performers and strategic jobs create more value than low performers and transactional jobs. Because of this, smart companies manage talent like a strategic portfolio to create a competitive advantage through people.

Our organizational alignment research found that talent accounts for 29% of the difference between high and low performing organizations in terms of growth, profitability, customer retention, leadership effectiveness and employee engagement.

  • You will know you are on the right path toward differentiated talent when everyone knows what constitutes high performance and your high performers receive the lion’s share of the rewards on offer.

3.  Employee Development and Career Growth
Facilitate the learning and development of your high performers and help their careers to flourish. The worst situation for high performers is to feel stuck or stagnant in their job. HiPo’s crave opportunity…to stretch, to risk, and to learn. They also strive to work with other like-minded high performers.

Keep an eye on opportunities for them to progress in their career. If they are not regularly challenged and learning, they will look elsewhere for the stimulation they need to keep engaged.

The Bottom Line
To better engage and retain high performers, treat your top talent differently.  Give HiPos more opportunities to grow.  Recognize their contributions and appreciate their unique qualities more often. They, and their higher levels of contribution, are worth it.

To learn more about how to engage and retain high performers, download 2 Steps Every Company Should Take to Retain High Performers

 

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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.

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Over the years, both at 3Com and now at Redback, I’ve found LSA Global to be a valuable resource. The recent compliance program that they delivered for Redback’s executive and management team was the right solution, of the highest of quality, and customized to our business and culture. I would highly recommend LSA to any company looking for top quality solutions.

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I consistently look to LSA Global when I need custom programs put together for my client groups. I can always count on LSA to do a thorough needs analysis and to put together spectacular programs that are well received. Their management development and performance management expertise and professionalism make them one of my top-rated learning and development partners.

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We engaged LSA to design and deliver a 6-month custom executive coaching program for a group of our key leaders. The focus of the program was to help a core group of senior leaders to leverage previous investments in management training, to ensure the engagement and retention of key employees, and to push critical strategic initiatives forward. Even with the high expectations of our senior people, LSA has completely exceeded our expectations. I would recommend them to anyone looking to create and implement a custom coaching methodology using proven tools to drive true change.

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LSA’s Employee Engagement Consulting and Survey work has provided critical visibility into: how well our people are holding up under the general economic environment, as well as, the specific challenges that face biotechnology companies in their efforts to discover and develop new medicines; their level of alignment and commitment to XOMA’s Vision and mission critical strategies; how leadership practices and management systems support an environment that engender commitment, and the specific actions that our leaders can take to improve on areas that are important to our people. I highly recommend LSA’s employee engagement solutions.

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