How to Attract High Performers for Your Company : High Potential Employees

A company with top performers has a more prominent reputation than the competitors. One top performer in a company is enough to increase the production manifold as the person can deliver as much productivity as up to four average employees.

How to Spot High-performing Employees

High performing people are always:

  • Filled with innovative ideas and open to challenges
  • The “go-to” source for other average employees
  • Intuitive and open to learning
  • Accountable for their actions and work
  • Transparent at their work and thoughts
  • Proactive, rather than reactive people
  • Self-driven people

A candidate who demonstrates a broader and growth mindset is a sharp person and is always open to learning new things and skills. The characteristics mentioned above also help them find innovative and quirky solutions to challenging office problems.

ways to attract high performing employees  

How To Handle High Performers (High Performing Employees)

Retaining high performers in an organization is an essential task of an organization. It also means training managers and supervisors on the best practices for managing a high-performing workforce. 

Don’t burden them with stress or micromanagement

Always have your trust in top performers. They would do the assigned work and more efficiently, and in time with the best results, there is no doubt about that. These self-driven people crave the autonomy to work in their preferred manner, without any challenging jurisdiction and stress. This flexibility also extends to the managerial group staying open to learning from top-performing employees as they bring out new and efficient ways to get work done.

Offer consistent and constructive feedback

High performers consistently look to improve, as such constructive feedback is essential. Engage in regular meetings to evaluate their work, offer feedback, and discuss goals and careers. 

Offer them what they need to progress

High performers need constant support and backing by an organization. The workplace should utilize resources on the high performers and support them the best it can. Trying to understand their obstacles, resource needs, or changes would help provide the support or resources that they would need to succeed.

Offer them ways on how they can contribute to the organization

Assigning special projects can help keep high performers interested and motivated. Don’t forget to tell employees what new skills they will learn by completing the task. Letting people know you’re looking to challenge them with a mission can motivate performers to stay.

Offer opportunities for personal and professional growth

Many high performers leave organizations due to a lack of growth. Help them to identify a definite career path at the organization and support them at the time of their promotion. Encourage their learning and development by offering online courses, conferences, networking events, or pushing them connections with high performers at other organizations. By doing this, the organization can keep them engaged in their current role.

Group them with like-minded employees

A primary reason why high performers want to work in companies like Google or Amazon is the ability to connect with like-minded employees who yearn for growth and give top performances. Always invite the best people to help with recruiting and interviewing high performing candidates and connect them with like-minded top performers. 

Reward Top Performers (Employees)

Recognition is crucial for an employee to prosper and increase productivity in an organization. It aids in a productivity increase and is good support for them in the professional sphere. Delegate essential assignments to the high performers and realize that the organization recognizes the value of their contributions by featuring the achievements and rewarding them for their efforts.

Mistakes to avoid with high performers

Never wait until the exit interview to ask stay questions to retain the top employees from quitting an organization. Never limit them, ignore them, or give them the low performing tasks. Also, avoid burning out the high performers; they would be soon out of your door.


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Anna Verasai
Anna Versai is a Team Writer at The HR Digest; she covers topics related to Recruitment, Workplace Culture, Interview Tips, Employee Benefits, HR News and HR Leadership. She also writes for Technowize, providing her views on the Upcoming Technology, Product Reviews, and the latest apps and softwares.

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