How to Engage Top Talent – What Keeps Star Employees Engaged?

How to engage top talent by their star rating

What Keeps Your Star Employees Engaged?
How to engage top talent is an ongoing conversation among talent management leaders; and it can make or break your talent management strategy.

If you are losing some of your best employees or if you are afraid your top talent is becoming disengaged, then this employee engagement and retention article is for you.

The Cost of Losing Top Talent
It’s bad enough to lose any productive, experienced employee but when you lose your top, difficult-to-replace talent, it’s terrible! Not only do you feel somewhat insulted that they were not satisfied at your organization but now the project they were working on is at risk and business will suffer.

How to Engage Top Talent So Star Employees Thrive
All along you have tried to treat these high performing employees differently by recognizing their special contributions…but you must have missed something.

Here’s a list of what star employees need and want in order to stay engaged and committed to their current job:

1.  Challenges and Opportunities to Grow
Star employees are ambitious. High performers want to continue to learn new skills and stretch themselves. Smart employers offer a variety of ways they can increase their professional worth through:

  • high stakes projects
  • a respected executive mentor
  • inclusion in high-level strategy sessions
  • opportunities for formalized professional education
  • a clear path forward

2.  Autonomy
Top talent typically rebels against micro-management. Your best employees want to be able to make decisions and prioritize their own activities without someone looking over their shoulder all the time. To be sure, you need to establish clear expectations for job performance and then you should back off.

Let your top employees navigate their own path to the goals. They have the intelligence and the drive to get there on their own.

3.  Reasonable Workload
Your high performing employees work hard, and they are able to accomplish a lot more in less time than the average employee. But you should not take advantage of their high performance by loading on too much work. Check in before you assign more.

They will appreciate that you care about their well-being and their work-life balance even more than their work output. Don’t punish their efficiency with too many assignments at once.

4.  Strategic Direction
Keep your top talent well informed of the corporate strategy and make sure they understand just where they fit in the overall scheme of things. They are not “fed” by simply checking tasks off a list of to-do’s. They want to have the big picture of where their team and the company are headed.

To keep them engaged, they need to work with a bigger purpose in view.

5.  Accountability for All
Your “A” players like to know where they stand vis-à-vis other employees. They are proud of their accomplishments…the recognition of their superior performance is important to them and spurs others on to greater levels of effort and achievement. What they don’t like is when a team (or organization) tolerates sub-standard performance.

If you allow below-average workers to stay without a plan for their improvement and proof that they are making progress, your top talent will leave a culture that does not hold workers accountable.

The Bottom Line
Your star employees are in a class of their own. They need special treatment if you want to keep them on board and fully engaged. Review your employee engagement and retention strategies against this list. If anything’s missing, act fast or another star may fall from your sky.

Want to learn more about how to engage top talent?  Download The Only 16-Step Employee Retention Strategy for Top Talent You Need

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The LSA Global team was very receptive and flexible to our needs every step of the way. Their staff and facilitator demonstrated attention to detail, responsiveness, and professional courtesy. The participants were thrilled with the outcome and rated the communication skills workshop and the facilitator as ‘Excellent’. I’d highly recommend working with the LSA Global team to meet your professional development needs.

John Mastrorilli
FRDP Leader

Intuit

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

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 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

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

We partnered with LSA Global to help us invest in our people in the areas of performance coaching, diversity, and inclusion. They focused on helping us succeed and were very flexible in meeting our specific needs. LSA Global exceeded my expectations from a speed, quality, and value standpoint. I would recommend LSA Global to anyone looking for a true business partner.

Anita Luckinbill
Director, Human Resources

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

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 has been a tremendous asset to my portfolio, both at my current company and my past company. As an HR leader, I am always looking for ways to find external resources that can provide a solution to our management training needs. LSA does that for me. Their solutions are presented in a much more leadership-oriented manner so as to be crisp, business relevant, and easy to apply right back on the job. I will continue to augment our programs using LSA solutions.

Ken Boehm
VP of Human Resources

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.

Jeff Coon
Director of Human Resources

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.

Sarah Parks
Senior Project Manager

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

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.

Chris Wells
Vice President, HR and IT

LSA has become the gold standard in team building and management training at Genomic Health! I have a hard time finding facilitators that come close to their level of customization, expertise and experience.

Emily Couey
Director of Human Resources

In the Next Generation Management Development courses, I was trained with skills and tools that have made me and my team more productive, motivated, and successful at communicating with other departments.

 

Kevin Ashman
Firmware Engineering Supervisor

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