Identify and Uplift Disengaged High Performers

Employees are always asked to do more, and while there’s the very real employee population that’s only productive 60 percent of the time, many more are productive and performing well. They might

also be burned out.

Believe it or not, some employees want to do a good job, even if the workplace is beating them down. Maybe they’re going through a rough patch, or maybe they’re having issues with a colleague. These people usually see a light at the end of the tunnel, so they keep working hard.

The last thing you want to happen is for your high performers to get burned out and decide they’ve had enough. If that happens, you’re out a great employee, and that worker potentially parts ways with you on bad terms. Situations like this can be avoided if you identify and uplift your disengaged high performers.

First, discover the high performers. You should already have a performance management system in place that helps you manage how well your employees are doing. Check out who’s considered a high performer and identify who’s on your team and who else you might interact with.

Next, see who’s becoming disengaged. On your own team, that might be really easy to see. You should also take a look around and see if high performers from other departments that you interact with are having a rough time. You’ll want to see if you can determine the factors that are contributing to that disengagement, too. Some will be within your control, and some won’t.

Finally, uplift the high performers. When you can make a change for your team, make it. If there’s a temporary challenge making life rough for everyone, be sure to express that you know things are difficult. Keep assuring people there’s a light at the end — and deliver on that. For people on other teams, check with them personally, if you can. You might also have to say something to their manager. It could be there’s a problem no one was aware of or something that a simple realignment of priorities could fix. Don’t step on toes, but you can always look out for your colleagues, whether they’re on your team or not.

Check out our white paper “Giving High Performers a Runway.” You’ll find more tips on how you can help high performers succeed and help your company accomplish its goals, too.

Giving High Performers a Runway

Companies have to make lots of tough decisions when it comes to developing their people. When money is tight, it’s easy to focus on developing high-potential employees. After all, they’ll make a huge difference for your company in the future.

But you don’t want to think too far ahead and forget about today. A pool of very important people keeps your company running so that it’s there in the future. These are your high performers.

In our most recent white paper, “Giving High Performers a Runway,” we take a look at how you can get the most from your high-performing talent. When you download the paper, you’ll learn:

·       Why high performers need a runway

·       How to develop high performers for team success

·       Ways the company benefits overall from strong high-performer development

We want to help you improve the performance of your organization and your people. Count on Reviewsnap for expertise on how you can start seeing benefits when you let your high performers fly.

Download your complimentary copy of “Giving High Performers a Runway” today.

Why Automate Performance Management

The majority of companies are still using a paper driven process or a proprietary performance management system, which is not automated. Read this free white paper to see why you should switch to an automated performance management system.