When teams get stuck in vicious cycles and aren’t improving, high performers get frustrated. In contrast, teams that measure motivation have a blameless, action-oriented conversation about how to improve. This allows high performers to shine.
@ProblemSolving
2mo
Loved the 3 effective yet simple strategies: 1. Reduce meetings down to the minimum viable dose 2. Measure your team’s motivation 3. Routinely mentor high performers on concrete, high-leverage skills While most people strive to achieve high-performance levels, doing these 3 things definitely helps people maximize their time and productivity!
Hanif Ajari
2mo
Insightful! To build a culture that helps high performers like Élodie thrive, consider these three strategies: 1. **Empower Autonomy:** Allow high potential employees to have the freedom to make decisions and drive initiatives. Empowerment boosts their motivation and enables them to leverage their skills effectively. 2. **Foster Continuous Learning:** Create an environment where learning and growth are prioritized. Provide opportunities for high performers to engage in professional development, training, and challenging projects that enhance their skills. 3. **Encourage Open Communication:** Promote a culture of transparency and feedback. High performers benefit from honest communication and constructive feedback, which helps them improve and stay aligned with company goals. By focusing on these areas, you can create a supportive environment that nurtures the growth and success of your top talent.
Techlusion
2mo
Absolutely agree with this insight. It's crucial to create an environment where motivation is valued and everyone is empowered to contribute constructively. This approach not only encourages high performers but also fosters overall team growth. #TeamDynamics #PerformanceManagement #MotivationMatters
Routinely mentor high performers.
Siraj Salman
2mo
Very helpful!
Donald Walden
2mo
Very helpful!
Experienced ERP Leader | Driving Global Transformation through Technology
2moOn the flip side, knowing when to focus on low performers can be extremely beneficial to the team. Not all low performers are lacking the necessary skills. Sometimes they just have a roadblock preventing them from excelling. (language barriers, stress at home, etc). A good manager will recognize when someone is underperforming but has high potential. Working to eliminate that roadblock will have a much, much bigger impact than a small incremental improvement by an already high performer. Also, when the rest of the team sees someone go from dragging down the team to being a strong contributor, they get motivated to improve too.