Looking after one's best employees clearly makes very good business sense, which is why you should avoid common misconceptions about top performers. The TLNT website has warned against the following misconceptions of managers and HR professionals about top performing employees.
1. Top performing employees don't need so much recognition
In fact, they need the same recognition as employees producing a poor performance. If they don't get recognition for a long time, one day they will "suddenly" stop producing such excellent results. Managers are usually surprised by this because they haven't noticed any problems. At this point, however, it may already be too late. Regular feedback, support and recognition should be provided even to the very best people.
2. Top performing employees are enthusiastic about their work
High performance is not just a sign of enthusiasm for a company or job. The best workers always want to improve themselves and grow. If you don't let them do so, they will become bored and start looking for opportunities elsewhere. So you should talk with your best staff about other opportunities you can offer them. Help them in their further development.
3. Top performing employees are able to ask for what they want
Not every top performer is an assertive extrovert. Just look at who is most likely to ask for promotion: employees with the highest level of self-confidence, not necessarily those with the best performance. Therefore, the performance management system in your team should include regular interviews with employees on their performance. Managers will thus learn how to understand better the strengths of each individual and also be able better to appreciate them.
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