Managing and motivating top performers can be challenging. They require extra attention and care. These high achievers often want more responsibilities and have an appetite for solving hard problems. But they may become disengaged or look for new jobs if you don’t provide them with what they need. This means you need to figure out how to keep them motivated.
Focus on Their Strengths
If you have a top performer on your team, keeping them challenged and motivated is important. Otherwise, they’ll become bored and disengaged in their work. One way to keep your high performers engaged is to focus on their strengths. This can include their ability to work well independently, communication skills, and leadership qualities.
Focusing on your team members’ strengths will make them more likely to feel valued and supported by their manager. They will also be willing to go the extra mile for you and your company. You should also map their growth path and give them the right challenges. This will keep them motivated and ensure they’re continually learning to achieve their goals.
Give Them More Responsibility
When you can’t promote your top performers, there are still things you can do to motivate them. The key is to focus on their strengths and goals and find ways to help them improve. One way to do this is by giving them more responsibility. Research shows that autonomy is one of the most powerful drivers of motivation at work.
Top performers will not only take on more responsibility but are also willing to stretch their abilities to get it done. They will even go out of their way to learn new skills for a particular task or project.
If you decide to give your high performers a bigger role on your team, check in with them and make them feel like the decision is theirs. This will help them feel more invested in the future of your organization. It also gives them the confidence to take a big step forward.
Could You Give Them a Say in Decisions?
If you can’t promote your top performers, there are ways to give them a say in decisions affecting their work. They will be happier in their job if they feel they have a voice and can make the changes they think are best for the company. You can also allow your top performers to take on new tasks and challenges to stretch their abilities. This will help them continue to improve and stay motivated.
Occasionally you may need to test an employee’s ability in a new role before offering them a promotion. To do this, design a short-term assignment similar to the tasks and challenges of their new job and be clear about what success looks like.
It can be tempting to soften the blow of not promoting them with phrases such as “You’re great!” or “Next time, you will get it.” However, these statements will only erode trust and have the person questioning your leadership.
Could You Give Them the Freedom To Do Their Job?
One of the best ways to motivate high performers is to give them the freedom to do their job. This could give them the authority to decide how and when to spend their time on projects. It also might mean allowing them to work with other departments and teams to further their career progression. This will enable them to take on bigger challenges and learn more about your business and industry.
When it comes to the best way to show the top performers you care about them, there is no single answer. It would help if you found a combination of tactics to benefit your team and organization in the long run. The most important element is balancing confidence-building work and more complex projects that push their batting averages to the next level. The key is to be clear and concise with your communication and provide plenty of feedback.