What do you do if your team has high performers?

You should praise your team members publicly. This will help to boost their morale and keep them motivated to repeat their high performance because whatever gets rewarded gets repeated. There should also be a rewards program to recognise the high performers. This will boost their morale even further.

In my experience, appreciation should be done in public. However, high performers should be challenged to go to the next mile so that they enhance their skills and potential further. High performance is not a destination but a way of life. Low performance and bad days come to everyone and so to high performers. Challenging their potential will keep them grounded and help them cope with low phase. Company’s rewards and recognition system is good however a pat on the back and quick acknowledgement boots their confidence and makes them understand that they add value to the organisation.

One thing i founded very useful is recognition... Morally & Financially Not only appreciation. money we all work for many thing one of those and maybe the most important is money

High performance many times led to work-life imbalance or stress. Monitor such traits and try to help them. Reward them appropriately and timely. Keep unnecessary things away from them so that their motivation levels remain for longer duration.

In my experience, recognising and rewarding high performers is key to creating a positive feedback loop and eventually be able to create a team culture of excellence and dreaming big.

Create a tailored development plan for each high performer, incorporating their career aspirations and skill gaps, to guide their professional growth and keep them motivated. Introduce mentorship or coaching opportunities, pairing them with senior leaders or external experts, to enhance their learning and network. Encourage participation in industry conferences, workshops, or advanced training programs, providing exposure to new ideas and practices. Facilitate cross-functional exposure, allowing them to work on projects outside their usual domain, broadening their experience and fostering innovative thinking. Recognize and reward their contributions publicly, reinforcing the value they bring to the team and organization.

Recognition, feeling valued, and having stretch objectives/goals are all important to HiPos. While autonomy is important too, remember to check in with them as well. HiPos can usually be relied upon to get things done but that doesn’t mean they don’t appreciate having a thought partner, someone to consult with, or get feedback from. Don’t put them on an island even if they can handle the heavy lifting by themselves. Oh and don’t take advantage, remember to pay them. ??

Engage them and ask for their feedback on their own performance and give due recognition. It is easy to 'forget' about them as they are already high performers. However, it is crucial to spend time to connect with them and give them more exciting and interesting work.

If your team has high performers, it is important to recognize and reward their hard work and dedication. Encourage them to continue excelling by providing opportunities for growth and development, and create a supportive and collaborative environment where they can thrive. Additionally, challenge them with new projects and responsibilities to keep them engaged and motivated. Overall, ensure that they feel valued and appreciated for their contributions to the team.

Set small and achievable objectives which encourages participation and motivates higher performances to reach the targets set. Ultimately, the objectives and targets should grow along with the level of responsibility given.

If your team has high performers, it is important to recognize and reward their hard work and dedication. Encourage them to continue excelling in their work by providing opportunities for growth and development, such as additional training or challenging projects. It is also important to ensure that high performers are not overworked and that their contributions are acknowledged and valued by the rest of the team. Consider leveraging the strengths of high performers to mentor and support other team members, fostering a culture of collaboration and excellence within the team.

If your team has high performers, it is important to recognize and reward their hard work and dedication. Encourage them to continue excelling in their roles and provide opportunities for growth and development. It is also important to ensure that all team members feel valued and appreciated, and to foster a positive and collaborative team culture. Celebrate the achievements of high performers and use their success to motivate and inspire others on the team.

Could not agree more with this. Setting goals and then having a check in process to evaluate team against goals to keep the goals top of mind. I also think it is important to also re-prioritize as goals shift so goals can become agile with business needs.

Leadership development :Having high performers in a team is both a boon and a bane as you also need an able manager, leader who can manage them effectively and foster growth for them within the Organization. While we structure this, we should also promote their growth through giving them diverse domain related roles which helps them to expand further in their T and not just propel their growth in one direction.

Another way to ensure your star employee stays engaged and excited about coming to work is to “give her more autonomy,” Shapiro says. “Demonstrate trust by delegating authority and responsibility” over certain projects and tasks. And don’t micromanage. “Give her discretion in how she does the work.” If a formal promotion is not possible, or your employee is not quite ready for one, think creatively about ways to sharpen her leadership skills. “Give her training responsibilities,” she adds. “Ask your rock star to work with other people on the team to mentor them and develop them.”

Verbal praise, public recognition, or rewards and incentives are good but not necessarily enough. High performers are often motivated by opportunities for growth and development. Offer them challenging assignments, special projects, and opportunities to expand their skills and knowledge. Encourage them to mentor and support their colleagues, promoting knowledge sharing and teamwork. While high performers may be driven and ambitious, it's important to promote work-life balance to prevent burnout. Encourage them to take breaks, prioritize self-care, and maintain a healthy balance between work and personal life.