High Performer Mistakes Can Kill Your Talent Management Strategy
Smart talent leaders do not make high performer mistakes. They ensure that their top talent is not tempted to go elsewhere. They keep high performing employees engaged and productive right where they are – helping your organization to perform at its peak.
5 High Performer Mistakes that Are Avoidable
Your high performers are your most valuable asset and should be a major component of your talent management strategy and competitive advantage. Do not risk losing your best employees by making the following most common high performer mistakes:
Get professional 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.
You can’t just promote high performers and expect that they will continue to succeed within a new context with higher expectations, greater visibility, and more complexity. Even high performers need to develop the specific competencies for their new role and have the consistent support needed to succeed.
Give your high performers an opportunity to learn and grow from mistakes. This is how high performers will learn to face difficulties, test hypotheses, and rebound better and faster than before. Test your high performers in the real world to assess their ability to learn, grow, and adapt. Do not overprotect your top talent.
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 career path for growing 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.
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 for high performers.
To learn more about how to get the most out of your people, download The Surprising Top 3 Ingredients for Talent Management Success
4 Keys to Keeping Talent Up to Date
Why Employees Change Their Mind
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Hyperion has a commitment to lifelong learning. LSA helps us provide the right business sales training, management training programs, and leadership development programs at the right time to meet the needs of both individuals and departments. I especially appreciate their ability to listen to my needs and recommend the appropriate facilitators, solutions and content.
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VP of Human Resources
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.
Vice President, HR and IT
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.
Director of HR
We recently partnered with LSA Global to offer our Supervisors and Managers a customized two-day management training program. Everyone who attended said it was by far the best management training program they had ever attended. The content was rich and highly interactive. The case studies were relevant. Each participant walked away from the training much better equipped to lead their teams.
Director of Human Resources
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Fortune 500 Financial Services Company
Director of Infrastructure & Technology
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