Identifying high performers is especially important in an evolving labor market. These professionals positively impact company culture and employee engagement, strongly contribute to business goals, and have high advancement potential. As a result, you want to retain them for as long as possible.
High performers regularly exceed expectations, motivate peers, and drive business success. These professionals are extremely productive and go above and beyond to deliver top-notch service.
Coaching high performers encourages long-term retention. Providing relevant resources, support, and development opportunities helps these professionals maintain their positive outlook, elevate output, and reach business goals.
Characteristics of High Performers
High performers exhibit the following traits:
- Positively contribute ideas and insights to benefit the company
- Efficiently and effectively complete work on time
- Individually and collaboratively produce at top levels
- Drive efficiency, productivity, and innovation
- Improve business outcomes
- Regularly advance to more challenging roles
Tips to Identify High Performers
The following are key traits to look for in high performers:
- Adaptability: Quickly adjust to changing demands and situations, navigate unexpected challenges, and meet evolving business needs.
- Ability to maximize resources: Streamline processes to elevate efficiency and productivity.
- Strong problem-solving skills: Use exceptional creativity and analysis to approach challenges, find innovative solutions, and drive growth.
- Consistently high productivity: Regularly surpasses deadlines, targets, and expectations.
- Alignment with performance metrics: Consistently meet or exceed key performance indicators (KPIs) essential for organizational success.
Methods to Retain High Performers
High performers positively impact the organization. As a result, providing customized development opportunities is essential for continued business success:
Identify skills and goals
Discuss each new hire’s skills and goals. Then, have ongoing conversations as their skills and goals change. Ensure each employee receives relevant guidance, resources, and support for upskilling and reskilling to meet current and future career and business needs.
Provide autonomy
High performers value working with minimal oversight. Trust them to choose where, when, and how to make decisions and complete tasks.
Offer professional development opportunities
LinkedIn’s 2022 Workplace Learning Report anticipates that members’ skills for the same occupation will change by approximately 40% by 2025. Therefore, prioritizing learning and development is essential for employee engagement and retention.
Use people analytics to provide development opportunities aligning with high performers’ career goals and your company’s goals. The data helps determine whether the opportunities strengthen employee engagement, performance, and retention. The results show program efficacy and uncover areas for improvement.
Recognize achievements
Formally recognize employee achievements through your company’s performance management process and recognition programs. Also, provide constructive feedback on specific contributions, results, and organizational impact. Include a gift card, lunch, or another reward when appropriate.
Work with an Experienced Recruitment Firm
Corps Team’s expertise in holistically assessing candidates can help you secure professionals who thrive in today’s dynamic workplace environment. Reach out to learn more today.
