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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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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We have worked with LSA Global for our learning and development needs and have always had great success. They helped us recently with customized Management Workshops that we held for the second time. It was fantastic, and I would highly recommend LSA to anyone that is attempting to get immediate and impactful improvements.

Mary Johnston
HR Manager, BU Radiology Informatics

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

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

LSA’s customized Effective Presentation Skills program has helped me elevate my presentation skills to the next level. I now have a much greater self-awareness of my presentation skills and can leverage off of my strengths while working to improve upon other areas. I would definitely recommend this solution to anyone for whom business presentations are an integral part of their job.

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Senior Marketing Manager

Samsung

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.

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Firmware Engineering Manager

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.

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Chief Financial Officer

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Senior Vice President

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