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A stellar performing employee is any manager’s ultimate dream.
Such talented individuals don’t require constant attention and guidance from their supervisors for the simplest of tasks, they achieve targets, and are a constant source of inspiration for the rest of the team.
But just because these employees are high performers doesn’t mean they don’t need mentoring.
As research has shown, 64% of Singaporeans are unhappy in their jobs because their skills are not being used effectively by their bosses.
In order to prevent them from leaving your company and causing more harm than good, management of such high-potential talent becomes even more crucial.
Here are a few ways to help talented employees progress even further:
1. Focus on their leadership qualities
It is the best of the best who eventually make it to the top, and if your employees are performing well beyond their means, it may be time to prepare them for a leadership role.
Engage them to think about not just their day to day responsibilities, but also how they could manage their own subordinates.
Firstly, this will help your talent better understand art and science of task management and delegation, and the change in perception could help them perform better in their own roles.
Secondly, you may even get some potentially useful pointers and viewpoints about managing teams from them as well. Learning is a two-way street, after all!
2. Involve them in strategic organisational business decisions
Leverage on your high-potential’s innovative and dynamic ideas by including them in business meetings with senior members of the board.
You don’t have to necessarily take every idea of theirs into consideration, but including them in the process will make them feel motivated and encouraged to perform to their best of their abilities.
In addition, your own association with them as their mentor will shed light on your ability to identify and develop productive employees.
3. Maintain regular communication and feedback
Nobody is perfect, and interacting with your top talent on a regular basis will help you identify which fields they are good at, and which areas they can perform better in.
This will ensure they are regularly being challenged enough in their work and know they are being monitored constantly.
Plus, communicating with them frequently will also help you get their perspectives on other issues such as organisational processes and performances other team members.