Managing High Performers: A 9-Step Framework
Introduction
Most management advice focuses on addressing low performance, leaving a gap in guidance for managing high performers. These exceptional employees, often promoted into positions with higher expectations, require a distinct management approach. Without effective management, even high performers can stagnate or become disengaged.
This post explores a 9-step framework for managing high performers effectively, ensuring they remain motivated and continue to contribute at their highest level. By following these steps, managers can provide the necessary support, guidance, and opportunities for growth to help high performers thrive.
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1) Give Them Structure and Support
Even high performers need structure and guidance to reach their full potential. Without coaching, high performers may not meet their potential or may become disengaged. Managers should not be intimidated by high performers' skills and should provide guidance and support.
Actionable Step: Schedule regular one-on-one meetings to discuss goals, provide feedback, and offer support.
Example: Implement bi-weekly one-on-ones where you discuss the high performer's recent projects, offer guidance on overcoming any challenges, and set clear objectives for the next period.
2) Show Appreciation
High performers can make a manager's life easier, but neglecting them can lead to disengagement and resignation. Career planning is essential to keep high performers engaged and motivated.
Actionable Step: Develop a personalized career development plan in collaboration with the high performer.
Example: During a career development meeting, ask the high performer about their long-term goals, and then create a roadmap that includes opportunities for skill development, potential promotions, and challenging projects that align with their ambitions.
3) Set the Bar High
High performers should have higher expectations and be paid accordingly. Managers should articulate differentiated expectations for high performers and provide regular feedback.
Actionable Step: Clearly outline performance expectations and establish specific, measurable goals.
Example: For a high-performing sales manager, set clear targets such as increasing sales by 20% over the next quarter and expanding the client base by 15%. Provide regular feedback on their progress toward these goals.
4) Give Honest Feedback
Weak managers often avoid giving feedback to high performers, but this can hinder their growth. Managers should provide constructive feedback to help high performers improve.
Actionable Step: Establish a routine for providing constructive feedback, focusing on specific behaviors and outcomes.
Example: After a high performer delivers a major presentation, provide feedback highlighting their strengths, such as their persuasive communication, while also suggesting areas for improvement, like incorporating more data-driven insights.
5) Reward Excellence
Pay high performers what they're worth, even if it's more than average. This can encourage the right behavior and motivate others to strive for excellence.
Actionable Step: Conduct regular market research to ensure your high performers' compensation is competitive.
Example: If your top software engineer consistently exceeds performance metrics, offer them a salary adjustment or a substantial bonus to reflect their contributions and keep them motivated.
6) Focus on Strengths
Play to people's strengths and don't push them too hard on areas where they struggle. Balance deficiencies with the organization's needs and supplement with additional support when necessary.
Actionable Step: Assign tasks that play to their strengths and delegate or provide support for areas where they are less skilled.
Example: If a high-performing project manager excels at strategic planning but struggles with detailed financial analysis, pair them with a financial analyst who can handle the numbers, allowing the manager to focus on their strengths.
7) Tackle Issues Early
Address interpersonal or communication issues with high performers immediately. Don't let behavioral problems fester and become more difficult to manage.
Actionable Step: Address behavioral issues promptly through private discussions and actionable feedback.
Example: If a high performer frequently interrupts colleagues during meetings, discuss this behavior privately and suggest strategies for improvement, such as active listening techniques and setting meeting ground rules.
8) Watch for Pitfalls
High performers can be unreasonably pessimistic or stubborn in the face of big goals. Coach them directly to address these issues and help them grow.
Actionable Step: Monitor for signs of negative behavior patterns and address them through coaching and mentorship.
Example: If a high performer becomes overly pessimistic about a new project, schedule a coaching session to explore their concerns and help them develop a more positive and proactive approach.
9) Recognize When It's Time for Change
Recognize when high performers have stopped growing or are struggling in their role. Partner with them to find a new ambition and direction or offer alternative roles if necessary.
Actionable Step: Regularly assess the high performer's engagement and performance levels, and be ready to provide new challenges or roles.
Example: If a high performer shows signs of burnout or decreased motivation, discuss potential new projects or roles that align with their skills and interests, such as leading a new initiative or transitioning into a different department.
Conclusion
Managing high performers requires a thoughtful and proactive approach. By providing structure, clear expectations, critical feedback, and appropriate compensation, managers can keep high performers motivated and engaged. Addressing any issues early and recognizing when they need new challenges ensures that high performers continue to thrive and contribute to the organization's success.
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