3 Tips to Better Engage and Retain High Performers

Engage and Retain High Performers A box is labeled "Handle with Care" as you should handle top talent

Would You Like to Better Engage and Retain High Performers?
Most companies need to engage and retain high performers to execute their growth strategies.  Retaining high performers, also known as HiPos) and developing the right talent for the future is what talent management is all about. And to succeed at the talent game, you need to treat your high performers with care.

High performersare not “fragile” in the sense of easy to break. Rather, because they are critical to your business success, they deserve special attention and differentiated treatment.

Three Tips to Better Engage and Retain High Performers
And it’s not all that complicated. It just takes some psychology…understanding what motivates high performers and what keeps HiPos challenged and committed. Here are three tips on how to retain high performers right where you need them.

1.  Employee Rewards and Recognition
First of all, high performers are just like the other performers on your team in this respect…they like to be fairly and proportionately recognized for their contributions. High performers are always striving to do better and take on greater challenges. Along the way, they are bound to fail here and there.

It makes it ever more important that, when they succeed or go above and beyond, you shower them with praise for a job well done. Just because, as a rule, they excel beyond expectations, they are not immune to a pat on the back. But be specific with your praise.

Generic praise will fall flat. Thank them for a specific job taken on and completed successfully.

2.  Employee Uniqueness and Differentiation
High performers and strategic jobs create more value than low performers and transactional jobs. Because of this, smart companies manage talent like a strategic portfolio to create a competitive advantage through people.

Our organizational alignment research found that talent accounts for 29% of the difference between high and low performing organizations in terms of growth, profitability, customer retention, leadership effectiveness and employee engagement.

  • You will know you are on the right path toward differentiated talent when everyone knows what constitutes high performance and your high performers receive the lion’s share of the rewards on offer.

3.  Employee Development and Career Growth
Facilitate the learning and development of your high performers and help their careers to flourish. The worst situation for high performers is to feel stuck or stagnant in their job. HiPo’s crave opportunity…to stretch, to risk, and to learn. They also strive to work with other like-minded high performers.

Keep an eye on opportunities for them to progress in their career. If they are not regularly challenged and learning, they will look elsewhere for the stimulation they need to keep engaged.

The Bottom Line
To better engage and retain high performers, treat your top talent differently.  Give HiPos more opportunities to grow.  Recognize their contributions and appreciate their unique qualities more often. They, and their higher levels of contribution, are worth it.

To learn more about how to engage and retain high performers, download 2 Steps Every Company Should Take to Retain High Performers

 

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Intuit

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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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I’ve been associated with LSA for the last 8 years and have found them to be an extremely professional, well managed full service training organization. Since working with LSA, I’ve participated in a number of solutions ranging from Performance Management to Assertiveness Training – I’ve found that the quality of the resources is superior. They are well prepared and have definitely done a considerable amount of pre-work in order to customize our culture and business into the total learning experience – making it most beneficial for our employees.

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Harmonic has worked with LSA for over 8 years. We have found their partnership extremely beneficial. We recently implemented a Management Development Program that was designed and customized to support our company’s strategic initiative of hiring, building, and retaining key intellectual property and human talent. We worked closely with LSA to target and implement the right solutions with the greatest impact. I would recommend LSA to any company that’s looking for a trusted training and development partner.

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We recently contacted LSA Global to assist us with a unique training request. We gave LSA a very short deadline and LSA custom designed a training program to meet our exact requirements within the limited time allotted to them. We found their facilitator to be well versed in the subject matter and very credible; the design provided practical and valuable information to our team of managers. I highly recommend LSA Global, particularly in the area of management training.

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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.

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Learning & Development

ebay

We engaged LSA to design and deliver a 6-month custom executive coaching program for a group of our key leaders. The focus of the program was to help a core group of senior leaders to leverage previous investments in management training, to ensure the engagement and retention of key employees, and to push critical strategic initiatives forward. Even with the high expectations of our senior people, LSA has completely exceeded our expectations. I would recommend them to anyone looking to create and implement a custom coaching methodology using proven tools to drive true change.

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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.

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Director of Human Resources

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Vice President Human Resources

We contacted LSA to help us with customized management development. LSA worked with me to identify a solution that would meet our exact needs. We decided to start at the top and ran the program for our executive team. It was such a great success that we hope to roll it out companywide. We look forward to a long-term partnership with LSA Global and their team of experts.

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Human Resources Manager

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

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