Employees who consistently achieve high levels of performance are examples of those who stand out as truly outstanding members of your organisation. The factors that determine whether an employee is high performing vary from business to company; however, the majority of definitions acknowledge the high level of effort and disproportionate effect that these workers have.

They are frequently identified as the members of a business who are the most important as well as the most difficult to substitute. According to the findings of one research, the top 1 percent of workers are responsible for a staggering 10 percent of an organisation’s output, and the top 5 percent of workers are responsible for 25 percent of the organisation’s production.

How to keep your high-performing employees happy?

Training managers in the most effective methods for supervising high achievers is necessary if an organisation wishes to keep its most valuable workers. Here are seven suggestions for supervisors.

1. Place emphasis on adaptability rather than micromanagement.

It is best to put your faith in top performers to complete the task, as these independent thinkers thrive when given the freedom to work in the way that best suits them. This flexibility applies to managers, who should maintain an openness to learning from their best employees as they discover more effective and creative methods to get things done.

2. Provide criticism that is both consistent and constructive.

It is essential to provide feedback that can be acted upon because high performers are always seeking to get better.

Establish weekly or monthly meetings to evaluate their work, offer comments, and discuss their objectives. These meetings should take place on a consistent basis. Consistency is more essential than the regularity of the activity.

3. Provide them with the HRMS software tools they require to be successful.

Make good use of your one-on-one time by educating yourself on how you can offer the most effective assistance to your high-performing employees. When providing frequent reports, communicate via email or internal communications.

Focus on gaining an understanding of their challenges, resource requirements, and any changes that may have an effect on their objectives so that you can assist in providing your top contributor with what they require to be successful.

Bring onboard more innovative HRMS software to streamline their daily and tedious tasks. They will then get more time to work on critical aspects of the functions to create an unexpected impact on the overall business profits.

4. Describe the ways in which they can participate and benefit from their participation.

It is possible to maintain good performers’ interest and motivation through the assignment of special initiatives. Make sure you inform your employees of any new skills they can expect to acquire as a result of accomplishing the job. Performers can be motivated to continue working for you if you let them know that you are seeking to challenge them with a task.

5. Make available possibilities for one’s own personal and professional development.

High performers often cite a lack of development opportunities as one of the primary reasons for their departure.

Give them assistance in locating a professional route within your business that is in line with the metrics and policies governing HR. In this manner, you can ensure that you have internal support for their advancement when the time comes.

Foster their growth by providing them with opportunities to participate in online classes, conventions, and networking events or by putting them in touch with high performers from other companies.

You can keep someone involved in their present position by demonstrating that you’ve developed their upward trajectory. This will allow you to retain them.

6. Put your best personnel together with others who have similar values and goals.

The opportunity to collaborate with other high performers is a critical factor in high-class and growing businesses for retaining employees for long periods of time. If you are unable to construct a high-performing team, you should pair each employee with an experienced instructor who is able to motivate them.

In addition to this, encourage your most capable individuals to assist in the process of recruiting and interviewing prospective candidates. They have the opportunity to improve their abilities while also contributing to the search for exceptional candidates.

7. Acknowledge and recognise their accomplishments.

You should delegate essential tasks to your employees who perform the best. By highlighting their accomplishments and rewarding them for their hard work, you can show them that you acknowledge the worth of the contributions they have made to your organisation.

Conclusion

Even though performance management has a poor reputation, our research indicates that if it is carried out correctly, it has the potential to be an effective motivator in engaging and maintaining high-performing employees who have a significant influence on their organisations. The performance management process is the mechanism that high performers can use to receive accurate acknowledgment for their efforts and strong results, and there are a lot of high performers who want to be accurately acknowledged for their efforts and robust results. Therefore, high performers won’t encourage their friends to join their business unless they are confident that their friends will be evaluated and acknowledged appropriately, fairly, and in accordance with company standards.

Infographic created by UST, Experts in Managing Human Resources for Nonprofits