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How can you use performance management and feedback to recognize high performers?

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Performance management and feedback are essential tools for workforce management, especially when it comes to recognizing high performers. High performers are employees who consistently exceed expectations, deliver exceptional results, and demonstrate a positive attitude. They are valuable assets for any organization, and they deserve to be appreciated and rewarded. In this article, you will learn how to use performance management and feedback to recognize high performers, and how this can benefit your team and your business.

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Ray Scanlon

Lead Consultant | Internal People and Talent Partner @ SynergyIQ
Gilbert Odongo

Human Resource specialist

1 Set clear and measurable goals

One of the first steps to recognize high performers is to set clear and measurable goals for them. Goals should be aligned with the organization's vision, mission, and strategy, and they should be specific, achievable, relevant, and time-bound. By setting clear and measurable goals, you can communicate your expectations, monitor progress, and evaluate performance. You can also use goals as a basis for providing feedback and recognition, as well as identifying areas for improvement and development.

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Gilbert Odongo

Human Resource specialist
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Performance management and feedback are crucial because they help the HR Manager or the company to come up with the ways of motivating the high performers like promoting them , rewarding them , succession planning, and many others and this will help the organization to always retain these high performers.

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2 Provide regular and constructive feedback

Another key step to recognize high performers is to provide regular and constructive feedback. Feedback is the information you give to your employees about their performance, behavior, and impact. Feedback can be positive or negative, formal or informal, and it can come from different sources, such as managers, peers, customers, or self-assessment. The purpose of feedback is to reinforce what is working well, correct what is not, and encourage continuous learning and growth. By providing regular and constructive feedback, you can acknowledge the achievements, strengths, and contributions of your high performers, as well as help them overcome challenges, address gaps, and enhance their skills.

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3 Use a variety of recognition methods

A third step to recognize high performers is to use a variety of recognition methods. Recognition is the act of showing appreciation and gratitude for your employees' performance, behavior, and impact. Recognition can be formal or informal, public or private, and it can take different forms, such as praise, awards, bonuses, promotions, or opportunities. The key is to match the recognition method to the employee's preferences, needs, and values, and to make it timely, specific, and sincere. By using a variety of recognition methods, you can motivate, engage, and retain your high performers, as well as inspire others to follow their example.

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4 Create a culture of recognition

A final step to recognize high performers is to create a culture of recognition. A culture of recognition is a work environment where recognition is frequent, consistent, and meaningful, and where everyone feels valued and respected for their work. A culture of recognition can be created by setting an example as a leader, by empowering your employees to recognize each other, by celebrating successes and milestones, and by soliciting feedback and suggestions from your team. By creating a culture of recognition, you can foster a sense of belonging, trust, and loyalty among your high performers, as well as enhance their performance, satisfaction, and well-being.

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Ray Scanlon

Lead Consultant | Internal People and Talent Partner @ SynergyIQ
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The key element missing here is establishing strong clarity about what will be recognised (and/or rewarded). Creating a culture of recognition where it is difficult for employees to connect the dots of what is truly valued, will lead to inconsistent results and misalignment. As an example, if you are setting a culture of efficiency and work-life balance, be careful about rewarding behaviour such as 'going the extra mile' by working to midnight to complete a task. This sends mixed messages if celebrated publicly. In this case, if you wish to acknowledge the contribution, should also include an examination of what could have been done more effectively to prevent the need to work so late and reactively.

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5 Here’s what else to consider

This is a space to share examples, stories, or insights that don’t fit into any of the previous sections. What else would you like to add?

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How can you use performance management and feedback to recognize high performers?

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3

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5

1 Set clear and measurable goals

2 Provide regular and constructive feedback

3 Use a variety of recognition methods

4 Create a culture of recognition

5 Here’s what else to consider

Workforce Management

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How can you use performance management and feedback to recognize high performers?

1

2

3

4

5

1 Set clear and measurable goals

2 Provide regular and constructive feedback

3 Use a variety of recognition methods

4 Create a culture of recognition

5 Here’s what else to consider

Workforce Management

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