How To Manage High Performers

High performing talent can make or break a project’s success-or an entire organization’s success. Recent research suggests that high performers aren’t just a little bit more productive, they are drastically more productive than average. One study found high performers created 400 percent more value than their average counterparts.

But it’s not enough to merely attract high performers and set them loose. Even the best employees need support and supervision from their leaders.

In this article, we’ll outline how to manage high performers with six tactics any leader can apply that make a big difference in turning potential into productivity.

Give Expectations Clearly

The first tactic to manage high performers is to give expectations clearly. High performers want clear but also ambitious goals. They want to know as they start a project, a sprint, or a quarter how their performance will be judged and what “success” looks like. And they want objectives to stretch them a little bit; they want to know that if they achieve its because they grew or developed in their skills. At the same time, this applies to more than just performance. Ambitious performance objectives are great, but it’s also important to be clear about what the expectations are for supporting the team or for conducting themselves with clients…