I’ve worked with managers from a variety of industries who have a common problem – their highest performing employees are slowly trickling out the door to other opportunities.
How can managers break this cycle?
I recently came across a Cindy Solomon & Associates article that does a great job of articulating what I tell my clients.
Let’s start back with the problem, though. Per the article:
Nearly 90 percent of companies surveyed by Deloitte Consulting consider employee engagement and culture as one of their top challenges.
It goes on to explain how high performers are often given autonomy, keep performing well, and managers just take for granted the job they are doing.
So how can a manager do a better job of NOT taking them for granted?
The article does a great job of breaking down four motivations that high performers usually have in common. If managers can understand what makes these employees tick, they have insight into how to make them happier and increase retention. Here’s a sneak peek:
- They want accountability for everyone.
- They need their managers’ time and attention.
- They value performance over the past.
- They are motivated by recognition.
I highly encourage you to read the whole article. Because not being able to retain your top talent is a problem – but it’s a problem that can be fixed.