High performers are immensely valuable to any company (they can be four times as productive as average performers), but managers need to look out for their wants and needs to keep them from seeking greater challenges, growth, and rewards elsewhere.
One big contributing factor to their job satisfaction is feedback. How often do you sit down with your employees to discuss their performance? Chances are, not enough. Many high performers say they expect at least a monthly sit down with their managers, but only 53% say their managers deliver on their feedback expectations. So if you’re relying on annual or semi-annual performance reviews as the primary feedback mechanism with your employees, your high performers will likely begin to feel underappreciated.
Set up regular check-ins and ask how you can support their learning and development. Lay out their options for career advancement, and give stretch assignments to help them gain diverse experience.