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

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, and 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.

   High performers 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