You don’t want to have to explain why you suddenly fired a high-performing employee with no documented performance issues. How valuable is a high-performing employee? The magic of this approach happened for us when we focused on the coaching, training and development of our teammates. Look for teammates who are aligned with how you want your business to run. They may have their bad days like everyone else. You know your employees are hungry when you don't have to tell them to do more work. ... begins to crystallize only after leaders create organization-wide buy-in from and engagement among employees. Once the employees have been selected, trained and motivated, they are then appraised for their performance. Not only the goals that the company sets for them. So, getting the desire to take initiative is a key benefit of hiring and identifying HiPos. We’re going to share with you their secret sauce. Do you have strategic plans, company policies and procedures, data, or communications pieces they could learn from? According to ... employees, colleagues and other key influencers. Quite simply, these are the staffers who not only bust their tails day in and day out but also possess the innate skill sets and motivation necessary to take their organization to the next level. It can be useful to have some effective performance review phrases to help you conduct an in-depth review that provides valuable feedback on skills and goals that are important to your business’ success. Recommend a mentor to them, too—someone who has been in their shoes once and understand their desire for growth. Even if your team is made up solely of supremely talented individuals, there are always a few employees who stand out from the pack. Measuring employee performance will differ across roles and departments, but generally, it can be measured by: Speed and efficiency – How much does the employee accomplish in an average day, … Measure these traits with validated assessment content and well developed, structured behavioral-based interviews. Innovation helps your organization get and stay ahead. Team members are clear on how to work together and how to accomplish tasks. For that reason, they aren’t afraid of the risk and are instead driven by the reward. Let’s begin with our definition of a high-potential employee. Honest, ambitious employees can sometimes be hard to find—so once you have a high-quality candidate pool, find ways to keep them engaged and satisfied. As a manager, you can encourage this characteristic by allowing employees to gain more skills in their areas of interest. They use their mental and ... of these things is true, then people within and outside of your organization will have a hard ... bad, and strong leadership is essential to ensuring that change results in high performance. Favoritism is demotivating and has a negative impact on team morale and company culture. Just one star employee can boost the effectiveness of others from 5-15%! This set of traits enables them to find innovative solutions to the most challenging problems. Retention issues are ignored until the company suspects an employee might bail, at which point it’s addressed by offering the employee some kind of enticement to stay, and then it’s back to business as usual. Networking: High performing people generally have high performing networks. Traits 4-6 come from Patrick Lencioni's book, The Ideal Team Player. Now, this doesn’t mean that leaders and managers have to be at the mercy of their employees in order to build a high performance organization. Research has shown that 55% of high potentials with low engagement are prone to leaving their company. SEE ALSO: Employees who trust their bosses have more energy, less stress, and fewer sick days. Because they are interested in their company’s future, your future stars ask a lot of questions. When things get heated at work, they don’t lose their composure. Even if your team is made up solely of supremely talented individuals, there are always a few employees who stand out from the pack. Leaders who remain positive are more likely to express gratitude and empathy—and to empower and develop others. I once had an employee who was in their probationary period and had already demonstrated performance issues. The second-largest gap between higher-performing and lower-performing organizations was due to whether organizations’ strategic plans were clear and well thought out. I'm a professor at Kellogg who studies high-performing employees. By covering all three of these on a regular basis, you’re elevating the value your team brings and greasing the gears for future collaboration and cooperation. However, this employee had already demonstrated other performance issues; this was the last indication that he was not a good fit for our company culture and didn't have good intentions for the job. Sales numbers, timelines, bottom lines—these metrics are, of course, important signs of how things are going in any business. Amie Lawrence, Ph.D. is the Director of Global Innovation at PSI and an expert in the design, development, and validation of psychological assessment tools. 1. Most organizations have some forms of Performance evaluation of their employees. Note that most high performers will not have all six items when they start working, but they can grow into them. Make sure there you have well-established high-potential employee programs in place. Along with stretch goals. Good employees leave bad managers with these 4 traits. As a manager, you don’t have to worry about asking these employees how much progress they’re making on a certain project or initiative. 2) Staff Development. We’re going to tell you the top 10 traits of successful salespeople — and how you can use them to up to go from a good salesperson to a great one. It's a common sentiment these days, with many people still working at home due to the … After all, these are the employees that will lead your organization in the future. Here are 4 signs you're one of them, and how to work with others who aren't. What can you do to help them achieve these goals? (1) The comparative approach takes the performance of one employee and assesses it side-by-side with the performance of other employees. Are your team members good at talking to peers, bosses and customers in a way that is professional, appropriate and demonstrates big-picture thinking? HiPos aren’t necessarily as interested in the highest salary as they are a culture that supports them moving up in the organization and achieving their goals. Why? Employees quit their jobs because of many reasons, including their performance level, job dissatisfaction, personality, age, and how long they have been with the company. Senior Writer - Freelance, Killer Aces Media. High-performing employees are easy to like. Consider the practice habits of many elite athletes for example. These prized individuals can raise the performance bar of other workers; simply adding a star performer to a team alone boosts the effectiveness of other team members by 5-15%. They reinforce that culture with everything they do—which encourages their peers to do the same. You can support this interest by inviting them to higher-level meetings when appropriate. The perfect customer service employees do more than seek to meet expectations: They have positive attitudes, patience with customers, and display politeness to all. Remember that, while this group of employees are eager and driven, they can also be burned out by taking on too much—something for managers to take into consideration when reviewing a HiPo’s responsibilities. They see challenging situations as growth opportunities and don’t just walk away when times get tough. Face-to-face contact is important — it builds trust. Can I trust them to get the job done when I delegate a task to them? This is especially important when you consider a HiPos ultimate goal. Studies have shown that if high-potential employees are not formally recognized by their company as being high potential, they may be less likely to see themselves as a future leader in the organization. These are the basics of satisfying the needs of … These achievement-oriented hires are usually highly flexible, adaptable and self-driven. Bruce Harpham is a Project Management Professional and Founder and CEO of Project Management Hacks. Time management to avoid slacking. © 2020 Forbes Media LLC. This executive said he was having trouble getting his customer service team to take initiative and go after problems present at the company. Many workers get a job to earn the money necessary to pay bills. What about the person who always seemed motivated, but surprisingly failed when asked to compete against others? They want to earn that trust because it will benefit them as a leader in the future. Many times, they are the employees bringing you the problem and the solution. These workers want help in identifying a career path and they also want support in carving that path. Your rising stars know this, which is why they are willing to negotiate on their ideas—and in some cases abandon them altogether. They will take it on themselves. No need to put the whole emphasis on personality but do give it a heavy weight when picking the best from the pack.