Your top performer is on the brink of leaving. How can you ensure they feel valued and recognized?

Begin by scheduling a one-on-one meeting to discuss their concerns and aspirations. Listen actively, without interruptions, and acknowledge their emotions. This conversation can provide key insights into their motivations and reveal changes that could enhance their work experience. Demonstrating empathy and a willingness to act on their feedback builds a foundation of trust and engagement, reinforcing their value to the team and the organization.

Although these are great ideas we should've known this prior to him/her making the decision. There should always be 1:1 communication formal and informal. He dropped the ball if they are telling this now.

It is important to start with an open conversation. Ensure to listen attentively and demonstrate a high level of empathy. Trust is also essential in this process. He or she needs to trust that you will act on their feedback. It is also essential to understand that no one stays in an organization indefinitely, however listening to them will help the organization understand whether the issues are monetarily or some other benefits which they did not get and if that can be considered and the employee's willingness to continue. It is also important to consider the growth of employee. Also very key in every organization is ensuring a succession plan in place so the work does not suffer at the exit of any key staff from the organization.

Tailoring your approach to individual preferences—whether they prefer public praise, private acknowledgment, or other forms of appreciation—ensures your gesture is meaningful. For your top performer, consider their unique contributions and choose a form of recognition that aligns with their preferences. Whether it's a heartfelt note, a team meeting shout-out, or a formal award, your sincerity and specificity will reinforce their value and foster deeper engagement and motivation.

El reconocimiento va a depender del tipo de motivación que impulse a tu empleado. Algunos se sienten motivados con crecimiento profesional, otros con tener buen ambiente laboral, otros simplemente prefieren unas palabras de felicitación. Como líder, identificar qué motiva a tus empleados es parte fundamental de manejar un equipo.

Tailoring Recognition to Your Top Performer Recognition should be personalized. Some employees prefer public praise, while others like private acknowledgment. Find out what your top performer values. Whether it's a note, a shout-out in a meeting, or an award, make it sincere and specific. This shows you appreciate their unique efforts and makes them feel valued.

O reconhecimento pode ser formal, periódico e de forma geral. Porém, o que faz a diferen?a para o time s?o os reconhecimentos diários e espontaneos. Além de causar o efeito surpresa, demostra o cuidado e acompanhamento com o desempenho do time. Outro ponto importante é saber reconhecer o processo, o esfor?o. No livro Mindset, do autor, Carol Dweck, foi apresentado um estudo em que foi comprovado que o reconhecimento pelo esfor?o gera efeitos duradouros e mais potentes do que o reconhecimento apenas pelo resultado final. Entender e reconhecer a constru??o diária de uma entrega faz grande diferen?a para equipe.

El reconocimiento personalizado es clave para motivar y valorar a los empleados. - El reconocimiento público puede ser motivador para algunos. - El reconocimiento privado puede ser más significativo para aquellos que valoran la modestia. - Personalizado puede ser tan simple como una nota escrita a mano o un correo electrónico personalizado. - Un premio o certificado por logros específicos. - Una mención en una reunión de equipo o asamblea, ésta tiene una buena aceptación. - Un detalle o regalo que refleje sus intereses o logros. El reconocimiento personalizado es una forma poderosa de mostrar aprecio y valorar a tus empleados, lo que puede llevar a una mayor satisfacción laboral.

This is essential, even more so than compensation once a certain career milestone is reached. Top performers need challenging work and continuous opportunities for upskilling to avoid becoming too comfortable or bored in their roles. Many are fully capable of handling complex tasks and may only need some mentoring to excel. Organizations should focus on their top performers, providing the right career guidance and support to help them achieve their goals. This approach will keep employees motivated and reduce attrition.

By discussing potential career paths and offering specialized training or mentorship, you show them that their contributions are valued. Encouraging them to set career goals and supporting them in achieving these milestones fosters a sense of loyalty and commitment. When employees feel that their future is being nurtured, they are more likely to remain engaged and consider long-term prospects within the company.

Encouraged top performer's to advance their career through jobsite training center where all skilled crafts studied & certified free through company. Laborers now electricians, admin/clerical employee's now welders. Certifications/training encourages professional growth, self worth, long-term future with company and pay increases. Encouragement builds employee confidence creating more valued productivity. See encouragement is a WIN WIN situation for employer & employee.

A true leader is constantly training their replacements. The more I teach and train the more I can be taught and trained. Even if you have no intentions of leaving a position no one knows the future. If for some reason in or out of your control occurs the team suffers if not properly developed.

Invertir en el desarrollo profesional de tus mejores empleados es una estrategia que beneficia tanto a la organización como al empleado.

This is something a lot of bosses struggle with. Most places demand rigidity. If the work gets done who cares if someone’s 15 minutes late. Know your people. The ones that abuse your flexibility will weed themselves out. The rest will thrive in an environment that isn’t fully embraced yet.

La flexibilidad en el entorno de trabajo es fundamental para la satisfacción laboral y el compromiso de los empleados. Mejora el equilibrio entre el trabajo y la vida personal de los empleados.

The key here is “Offering” the bonus or raise. Most individuals have become disgruntled by the time they “Ask” for a raise. If you can afford to be more generous with your employees, by all means do so, don’t make them ask or beg for it. Top performers within organizations usually have a good idea of the organization’s structure and feel left out when the company enjoys healthy growth and they go without a commensurate growth. Regardless of industry competitive salaries, consider the employees value to your company’s success and future growth instead of what your competitors will pay them.

Competitive Compensation for Top Performers While non-monetary recognition is important, fair pay is crucial. Ensure your top performer's salary and benefits reflect their value. Consider offering raises or bonuses for exceptional work. Regularly review compensation to stay competitive in the industry. This shows you recognize and value their contributions.

Most people are going move on at some point, especially if they are early in their career. But the question should always be asked.."Why?" Look for honesty. The reasons for someone leaving is essential for business growth and building a retention program. "Train your employees so they can move up/on, but treat them in such a manner that they never want to leave".

Why do they want to leave? Why haven't you read the signs earlier on? Sit down and discuss with them. If you had had discussions previously and regularly you would most likely have picked up the signs. Don't automatically think that they want more money even though some will move on for more money even if it means that the new job is not what they really want. Most likely, the problem lies with you, the supervisor.