Key takeaways
Managing High performers is part of Monday SimonManager Development Program: 👉 Module 5:Performance management for managers
What is a High performer
High performers produce more value than the rest of the team. Being a high performer means having a mix of talent and behavior that makes the individual stand out consistently. They are usually the priority for retention as they produce more value than other employees. This is why you need to have aperformance managementsystem in place; you don't want to lose them.
A high performer isn't just someone who hits theirKPIs and OKRstargets. It's the person who consistently delivers higher business impact relative to their role and seniority, often making your job easier by solving problems before they land on your desk. They are the 5% that generate 50% of the value.
This is where they stand in a9 box grid:
RELATED RESOURCES
You may also find our team development resources useful.
Why Focusing on Your High Performer Pays Off
If there is one priority for retention, it should be your high performers. Here is what they bring to the table:
How to Deal with High Performers
Managers may assume the high performer is fine and doesn't need attention, and they end up dumping more work on them. What you want is to retain top talent, not run them into the ground.
The real issue is that they might feel undervalued if not given the right challenges or if their career progression isn't clear, leading to potential disengagement or departure. The most advanced companies use360 assessments, such as Huneety learning, to evaluate their fit for future roles and focus their development priorities.
And obviously, you should reward them more than the average performer. This sounds obvious to say, but rarely done. Imagine you have a high performer like Sarah in your finance team. Last quarter, she not only met but exceeded her targets by 20%. By giving her a bonus or a higher raise than the standard, you are essentially saying, "Your exceptional performance directly contributes to our success, and we value that". Companies that recognize high performance usually use the principles of thebell curveto ensure high performance is rewarded accordingly.
Now make this work for your situation with a Monday morning action: Begin by identifying your high performers and schedule aone-on-one meetingto discuss their recent achievements and future growth opportunities.
Download the General Evaluation Form Template
There is no better tool to identify a high performer than a solid General Evaluation Form. Download this template to recognize your team members’ performance accurately.
If you are looking for additional resources to manage your team, check out my resources on the Manager tools page
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This article is part of our performance management resources.
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