Hiring High-Achievers or High-Performers?

A challenge many of the leaders I work with face is managing employees eager for promotions and greater responsibilities but lacking the performance and experience required.

These employees are often high-achievers—driven, ambitious, and goal-oriented. But there’s a crucial distinction between high-achievers and high-performers that can make or break the success of your team.

This seems to be especially challenging for leaders managing employees early in their career, as more recent generations have been raised with a heavy focus on “setting big goals” and "participation trophies" instead of reinforcing the value of diligent work. This is not a judgement…this is the reality we’re working with as leaders.

High-Achiever vs. High-Performer: What’s the Difference?

While we often use the terms interchangeably…I’ve seen first-hand there is a very distinct difference.

High-achievers are outcome-driven. They’re motivated by accolades, titles, and the external validation of reaching big goals. Think of the employee who wants the title, the promotion, or the degree on their wall. While their ambition can be inspiring, it often leads to burnout and overwhelm because their focus is on the end result rather than the journey.

In contrast, I’ve found that high-performers thrive in the process. They find fulfillment in the daily discipline of showing up, putting in the work, and the challenge of simply getting better. For them, success isn’t about a single trophy; it’s about the incremental wins that stack up over time and move the needle toward the end goal.

Why This Distinction Matters to Your Business

High-achievers can be valuable team members, but their focus on external validation can lead to frustration—for them and for you. They may push for roles they aren’t ready for, only to struggle under the weight of unmet expectations.

On the flip side, high-performers deliver consistent results because they’re invested in the work itself. They’re not just aiming for the next rung on the ladder; they’re building a solid foundation for sustainable success.

**If you’re not careful, your workplace may inadvertently reward high-achiever behaviors over high-performance behaviors. For example, promoting someone based on ambition rather than results sends the message that outcomes matter more than the skills and discipline needed to achieve them.

^ I see this all the time.

How to Coach High-Achievers Toward High-Performance

The good news? It is possible to transform high-achievers into high-performers with the right guidance!

Here’s how:

1. Start Hiring for High-Performance: In your interviews, while, “What are your goals”-type questions serve a purpose, ask questions that show their commitment to work, “Tell me about a past project or goal; what did you do on a consistent, disciplined basis in order to achieve it?"

2. Set Clear Expectations: Define what success looks like in their current role before they move to the next. For example, “To be considered for a management position, you need to consistently demonstrate A, B, and C skills.”

3. Focus on Daily Disciplines: Encourage them to shift their mindset from “getting the trophy” to “winning the day.” Break big goals into daily actions that build toward the larger outcome. Winning the day IS the trophy.

4. Reward the Process: Acknowledge and reward consistency and growth, not just end results. This reinforces the value of high-performance behaviors.

5. Provide Growth Opportunities: Pair ambition with the tools to succeed. Offer coaching, mentorship, or training that helps them develop the skills and experience they need to excel.

I Challenge You To...

Ask yourself: Are you rewarding your employees for their ambition or their performance? Take time to evaluate your team’s dynamics. Are there high-achievers who could benefit from a clearer focus on daily disciplines? Start by having an honest conversation about expectations and the steps they need to take to grow.

The Bottom Line

Every business needs both visionaries and grinders. The high-achiever keeps their eyes on the horizon, but it’s the high-performer who builds the road to get there. By identifying and nurturing high-performance behaviors, you’ll create a culture where ambition is matched by sustainable results!

Thanks for taking the time to read...I hope you find this valuable on your own leadership journey.

I'm in your corner!

Lindsay

#leadership #employeedevelopment #highperformance #emotionalintelligence #worklife #management #workplacewellness