Up-Level Your High Performers’ Success
Looking back at the Summer Olympics, there’s no question that the elite athletes who made it to Paris did things differently throughout their lives. For starters, they recognized and owned their innate talent and passion for their sport. Growing up, they made sacrifices that other athletes did not. They trained relentlessly. They also made choices that empowered their bodies and minds to say “yes” to constant self-improvement. They faced defeats with a growth mindset. And these athletes, simply never quit; they stayed focused on their vital goals.
In today’s competitive business climate, high-performing employees can be likened to these Olympians. Most organizations have a small percentage of high performers, or “HiPos,” which as defined by the Indeed Career Guide is “someone who goes above and beyond to achieve their goals and complete their tasks or assignments at work. This type of person takes initiative and focuses on improving their workplace habits and behaviors so that the company or team benefits from their actions. They’re considerate team players and their superiors and colleagues can count on them, and often take on more work and leadership tasks than their role requires.”
Without a doubt, HiPos take on a lot and because of this, there’s much at stake when it comes to supporting these top-tier employees. As their leader, it’s part of your role to set them up for and sustain their success. Here are three ways you can do that:
Establish and maintain trust. As you strive to do with all your employees, you especially need to trust your HiPos, taking extra precautions to ensure they’re feeling empowered and set up with the right tools and resources to do their jobs well. Don’t question the everyday minutia of these people’s jobs. Train and develop them as appropriate, but then let go of control and inspire them to draw upon their innate and acquired talents to perform. Take action: Avoid any tendency to micromanage these HiPos—guide them, coach them, and provide ample professional development opportunities instead.
Provide the right recognition. Your HiPos are going to have a lot of wins, so make sure that when you’re acknowledging success, it’s not some generic “atta boy” or “atta girl” version of recognition. Be specific about what’s been done well so that it can be noticed and either sustained or improved upon for an even bigger win next time. Take action: Build into regular feedback a specific activity that forces you to notice and communicate a win, emphasizing how or why that win worked and the impact it had on that HiPo’s or the team’s performance.
Watch for burnout. HiPos can set such high standards for themselves that they can easily lose sight of a healthy work-life balance. Be on the watch for signs of burnout—a sudden shift in behavior or communication style, a lack of interest in team or group activities within the organization, or a sudden lack of interest in the job. Take action: Build in required breaks, such as a surprise day off, whereby everyone, including HiPos, is encouraged to spend the day away from the office or laptop, doing something personally rejuvenating or rewarding.
Learn more tips and tools to invest in your high-performing employees! Contact MAP today!
