Want to keep your highest performers? Provide feedback more than once a year.
Managers are continuously missing regular opportunities to “pump up” their highest performers.
By high performer, I’m talking about the key contributors in an organization. These employees are incredibly capable, and demonstrate great potential for moving upward in the company.
In other words: they are the employees you want to keep.
They are the employees you want to ensure are satisfied with their job and work environment.
However, annual or semi-annual performance reviews are often the only time leaders take to really speak to their employees.
It’s not enough
As director of business development for Juice Inc., I often hear from organizations that their highest performers are engaged, but exhausted.
Why? Because those employees say, stay and strive and consequently are often overloaded, overwhelmed and exhausted—because they pick up the slack from the underperformers.
You could say that the most engaged employees are often victims of their own engagement.
Consider how much time and effort those high performers are putting into your organization. Do you really think meeting with them once or twice a year is enough to help these people do their best work?
Energize your high performers with regular feedback
According to this article, a high performer has the potential to be 400% more productive than the average performer!
But that simply can’t be achieved if your employee is tired, overworked, and doesn’t feel valued.
They need a regular energy boost.
A monthly feedback loop between employee and manager can do wonders to learn what matters most to your high performers—helping improve the environment in which you both work, and ultimately leading to better business outcomes.
Co-Founder of Juice Inc, Thought Leader & Author
Co-Founder of Juice Inc.
General Manager and Director of Sales
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