Do you have an exceptional performer on your team — a person who stands head and shoulders above everyone else?
If you do, it can be a wonderful gift for a manager to have an employee who you can count on to get the right results; who thinks about what else needs to be done without being told; who doesn’t need to be pushed or motivated; who is always asking to do more.
Too often managers unintentionally hinder or discourage their star performers. This counter-productive behavior is not ill-intended. It’s often because the manager isn’t sure how to motivate someone who is so exceptionally talented. If you are lucky enough to have such high-performers on your team, try these three retention strategies.
1. Stretch and challenge them.
Find out what they are good at and what they need to learn and craft assignments accordingly. Here are 40 ways to develop your stars and not break the bank.
2. Let them shine.
Don’t hide your stars. Give them visibility. Let others know what they are doing. When they look good, you do too.
3. Let them go.
If it makes sense for their career development, let them move on. They will appreciate it.
Why Do It?
You are far more likely to get the opportunity to move on from your current position and do something new because you’re actively grooming your successor. Otherwise you may be”stuck”in your career advancement because no one can do the job as well as you do.
Here’s what one client said: “I get bored doing the same thing so I focus on developing others to take my place. It allows me to move on and it opens doors for our talented people. It’s a win-win! .”
Is talent management valued in your organization? If it is, then keeping star performers can add to your reputation as a great talent manager. Also, it can be remarkably gratifying to see someone grow their skills and abilities and know you had a definite role to play in it. If you stay connected, perhaps in the future, that person will be in a place or situation to help you!
Smart Moves Tip:
If you don’t give them room to grow, out they go. Take a look at like at the video illustration of Dan Pink’s talk The Surprising Truth About What Motivates Us. Three factors lead to better performance, especially for stars - autonomy, mastery and purpose – NOT money.
Do you agree or not with Dan Pink that money alone is not a great motivator for high performers? What has been your experience?
Do YOU know how to lead right – motivate right – hire right – get the right results?
Don’t Gamble With Your Future! Quickly build the right skills to manage the work, the people and the priorities with The Effective Manager and Quick Wins. Get free 101 success tips ebooks.
Copyright © 2012 Marcia Zidle business and leadership coach
Tags: employee motivation, leadership advice, leadership brand, leadership development, Marcia Zidle, talent management
