5 Ways to Manage High Performers
Managing high performers is an art that many leaders overlook, often focusing more on underperformance. Yet, high performers need guidance, structure, and coaching just like anyone else. Here’s how to manage and maximize the potential of your top-performing employees.
1. Actively Manage Them
It’s a common misconception that high performers don’t need much management. Even the best performers require coaching to unlock their full potential. Without proper guidance, they may stagnate, take on irrelevant roles, or fail to meet their potential.
- Avoid passive management: High performers need direction to achieve new heights. Like Tiger Woods, even the best need a coach.
- Be proactive: Help them identify areas for improvement and ensure they contribute to meaningful wins.
2. Don’t Take Them for Granted
High performers often make life easier for their managers, but neglecting them can lead to dissatisfaction and resignation. Keep them engaged and invested in their careers.
- Career planning is key: Understand their aspirations and help them achieve them.
- Avoid overloading them: Constantly assigning difficult tasks without a clear growth path will drive them away.
3. Set High Expectations
High performers should have higher expectations and rewards than others.
- Differentiate their goals: Clearly articulate what is expected of them beyond just producing results.
- Match expectations with compensation: Pay them significantly more if they’re outperforming their peers.
4. Provide Critical Feedback
Many managers avoid giving feedback to high performers, either out of intimidation or fear of backlash. This is a mistake.
- Don’t delay: Offer constructive feedback early to avoid bigger issues later.
- Ask for help if needed: If you’re unsure how to deliver feedback, seek advice to ensure it’s impactful.
5. Pay Them Well
Top performers deserve top pay—even if it exceeds what others or even you earn. Rewarding excellence encourages continued performance and creates loyalty.
- Be transparent: Making it known that high performers are rewarded fairly can inspire others to strive for excellence.
10. Reinforce Fundamentals
Managing high performers isn’t about reinventing the wheel. It’s about applying management fundamentals consistently and ensuring your top talent remains engaged, motivated, and challenged.
Final Thoughts
Managing high performers requires effort, but the returns are immense. With the right structure, feedback, and support, they can achieve extraordinary results and drive your organization to new heights. As a manager, your role is to ensure they don’t just perform well today but continue to grow and excel for years to come.
