BY AMY COOLEY
In recent HR Coach columns, we’ve tackled some of the challenges of delivering feedback and managing employees who raise flags through their performance, their attitude, or an overall culture mismatch. This time, let’s shift the focus to a group that’s just as important: your genuinely high-performing employees (HPEs). You might think managing them is easy—after all, they’re already excelling, right? Why, they’re not raising any red flags at all! But neglecting their needs could be a costly mistake.
❱ The Hidden Challenge of Managing High Performers Take a moment to reflect on your typical week (even though no week is truly “typical” in our industry). How much of your time is spent dealing with low-performing employees versus engaging with your top talent? Chances are, the underperformers consume more of your attention, and this often leaves little time for your high performers, which can lead to their disengagement. So how do you ensure your best employees stay motivated, feel valued, and stick around?
❱ Inspire It’s often said that employees join companies but leave managers. Gallup research shows that the number one reason people quit is their manager—not their job, role, or company. High performers need inspiration, not micromanagement. Sharing your vision for the company’s future and involving them in that journey can reignite their enthusiasm and drive. Show them that their hard work contributes to something bigger, and they’ll be more likely to stay engaged.
❱ Improve High performers thrive on growth. They’re driven by achievement, and once they meet their goals, they’re ready for new challenges. The key is to continually push them to improve, even if they’ve already mastered their current responsibilities. Helping them focus on areas where they want to develop or grow shows that you’re invested in their career, not just their day-to-day work.
❱ Involve There’s a reason why your HPEs stand out—maybe it’s the way they tackle problems, their leadership skills, or their innovative approach. Encourage your high performers to share their methods with others or involve them in mentoring lower performers. Involving your seasoned chauffeurs in behind-the-wheel training of your new chauffeurs benefits everyone! Just make sure you’re open to evolving processes based on their input—an inclusive approach can benefit everyone.
❱ Motivate It’s a common misconception that money is the primary motivator for employees, but that’s not always the case—especially for your HPEs. Understanding what drives them is key. Sometimes, it’s about recognition, flexibility, or opportunities for advancement. Don’t assume—ask them directly. Their answers may surprise you, but acting on them will show you’re committed to their satisfaction and growth.
❱ Focus on Culture Culture plays a huge role in whether your top talent stays or goes. According to a survey by Hays Recruitment, 43 percent of employees who were actively looking for new jobs said company culture was their primary reason for seeking change. HPEs thrive in positive, supportive environments where their contributions are recognized and teamwork is encouraged. Find ways to recognize them when they successfully work a major event or smooth things over with an unhappy client.
❱ Educate Once a high performer has mastered their current role, they’ll be looking for the next opportunity to grow. Whether that means learning new skills, taking on additional responsibilities, or pursuing professional development, education is a powerful retention tool. Provide them with opportunities for development, which could mean attending conferences, participating in industry events, or engaging in online learning. By investing in their education, you’re showing that you’re invested in their future.
❱ Set Aside Time for Your HPEs Regular, meaningful check-ins with your high performers are crucial. Consider scheduling time for them on your calendar—just as you would for a meeting or important task. During these conversations, highlight their impact on the company and explore how you can continue supporting their development. It’s a simple but effective way to keep them engaged and demonstrate how much you value their contributions.
❱ Conclusion: You’re Part of the Puzzle As Sheryl Sandberg, former COO of Facebook, said, “Motivation comes from working on things we care about. It also comes from working with people we care about.” If this is true, then you play a critical role in retaining your high performers. By actively managing and investing in them, you’ll not only keep your best employees happy—you’ll also strengthen your entire team and business. [CD1124]
Amy Cooley is HR Leader for the LMC Groups. She can be reached at amy@lmcpeople.com.