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.

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.

Gina Fulton
Vice President of Human Resources

The Next Generation Management Development courses have helped me communicate more effectively with my peers and teammates. By utilizing effective communication techniques such as clarifying and confirming, and asking open ended questions, I have been able to clarify and understand information in situations where I would have otherwise asked limited questions and made false assumptions.

Robert Breckner
Firmware Engineering Manager

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 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

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

I had been working with LSA for many years with my prior company. Currently, I’m with a company who hadn’t done much basic management skills training. After identifying and presenting a program recently, our managers are excited and talking in the halls about the great experience. LSA saves us time in delivering the right training for our needs.

Phyllis Moracco
HR Director

We consider LSA Global our outsourced learning and development partner. We worked closely with LSA to customize a management development program to meet our growing business needs. I would highly recommend LSA to any company wanting to deliver quality learning solutions.

Terri Wright-Scheer
Vice President 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

We value our relationship with LSA Global. We came to LSA because we wanted to improve overall behavioral based interviewing capabilities of our managers to increase the probability of both hiring top talent and future leaders. LSA designed a highly customized solution for our business and culture. We are currently rolling out this solution to our leaders. I would highly recommend LSA Global as a top quality resource.

Rae Phillips
HR Project Manager - Training & Development, PHR

What a personal and professional pleasure it has been to Partner with LSA. They are truly a strategic partner with Wyse. For more than 5 years, LSA has been engaged in delivering various training and development solutions for Wyse, from custom on-site programs targeting specific core competencies, to working individually with clients to build job skills, and offering invaluable services to me and my team as we continue to build our learning programs. LSA’s representatives do more than sell a product, they offer a full service solution: they understand our business, our strategic initiatives, and the needs of our customers.

Jeff Rangel
Director of HR

On behalf of Roche and my staff I would like to sincerely thank you for your help with this. The English as a Second Language (ESL) assessment and coaching that you provided for our team was a great success.

Cam Greig
Associate Director

Roche

Each program is preceded by an assessment of the participants. The course is then designed to fit the specific parameters and needs of the group. The highly interactive delivery is provided by recognized experts in their fields. On the spot coaching is provided during the program and each participant receives individual follow-up after the course. Courses can be delivered in-person or virtually. Given the nature of Cisco’s business and the way we operate, these remote workshops are a must for anyone who joins our company. Their work is eye opening. Great content and fantastic delivery.

Frank J. Kuypers
Business Development Manager

The Managing Virtual Teams program was extremely valuable. Your consultant/ facilitator’s fundamental knowledge of Synopsys as a company provided an incredible base to build upon while tackling the complications of managing and working with globally distributed teams. My team walked away walked away with highly useful practices and tools. It was an excellent use of our time.

Debra Martucci
Vice President, Information Technology

Our company engaged LSA to do a specialized “train the trainer” program, and the consultant’s performance outdid our exceptionally high standards for such a program. Very crucial to the success of this program was the work done upfront to discuss our needs and to interview key members of our organization so that the program specifically met our goals. Our facilitators continue to comment on the success of the program. Thanks also for the follow-up.

Frank Abbott
Chief Financial Officer

I have worked with other training companies and found it to be more of a seller/buyer relationship than one of matching the right expertise to our business issues. That’s what LSA does – ask the hard questions, listen, and understand our business needs. We receive the benefit of their expertise from assistance with personal development plans to enhancing team performance, to looking at enterprise-wide challenges. It’s all about helping our business succeed as we grow. Right now, LSA is providing great ideas, a fresh approach, and valuable guidance as we develop our management team and accelerate our client relationship management results.

Kristin Westland-Kaune
Director, Team Development

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