Great employees can make a big difference in your organization. In fact, research suggests that high performers deliver 400% more productivity than average performers. Once you are able to recruit those individuals to your team, you want to make sure that you can retain them. Here are seven tips to help you keep top performers in your organization, including some tips form an article in Fast Company.
Allow more freedom.
High performers want to know what is expected of them m and then have the freedom to reach those goals in their own pay. Provide clear instructions, and then let these ambitious employees find creative solutions. It makes employees feel values and leaves them feeling more fulfilled.
Encourage positive relationships.
Employees are more engaged in their work when they work with someone they consider a friend. Create opportunities for top performers to develop those relationships through inter-departmental projects or committees. This allows employees to build new relationships outside of the people they work with on a daily basis.
Make sure to are discussing career with high performing employees often. We suggest one-on-one meetings with employees weekly or bi-weekly to check in on progress and provide feedback. These meetings are also a great opportunity to ask questions such as, “how are you feeling about your work?” and “what can I do to help you meet your goals?” When employees respond and provide you with constructive feedback or make a request for something they feel would help them be more engaged and successful, be sure to respond quickly to that request. It doesn’t mean you have to give them everything they want, just because they are a top performer, but you should respond in a timely manner, so they know they have been heard.
Conduct stay interviews.
You don’t have to wonder what keeps your best employees at your organization. In addition to one-on-one meetings, structured stay interviews can be a great way to learn from top performing employees. Asking questions about what keeps employees at your organization and what changes they would like to see made can give you great insights into what is working well and what might need to be adjusted. Once the stay interview is complete, be sure to follow up with the employee about their suggestions, whether you choose to implement them or not. We have a great resource to get you started.
Encourage and invest in their growth.
Provide opportunities for top performers to advance their skills. Perhaps there is an online course or an industry conference that would provide additional skills and an opportunity to do something a little different. Have frank conversations about career opportunities and make sure you are on the same page about potential opportunities for special projects, additional training, or even a promotion.
Make sure you encourage your top performers and provide what they need to they stick around long-term. If you have questions about conducting stay interviews, one-on-one meetings or any of these other suggestions, reach out to a member of our HR team at firstname.lastname@example.org.