Source | LinkedIn : By FYMC PVT LTD
High Performing employees have some habits that set them apart.
- They have their own system.
- They listen to others – for feedback, suggestions, and proven strategies.
- They hold themselves accountable.
- They are focused on the positive.
- They will accept a challenge. And often don’t need to be told.
- They set their own goals. Along with stretch goals.
- They learn from their mistakes.
- They know how to manage their time.
- They’re committed to their own personal development.
- They’re highly engaged and willing to commit to the organization.
These star players come with challenges of their own. If not handled correctly, they can cause some major problems down the road. Here are 5 of the most pressing ones:
1. The high performer starts making mistakes.
This is not an uncommon problem. Oftentimes, a personal issue, office politics, or some other situation takes the energy out of your usually productive and hard-working employee. In this situation, try not to point fingers. The best course of action is to remind the employee how much you appreciate their hard work, find out what has been happening lately, and ask how you can help. High performers work at a high level, so a gentle “this is really unlike you” may be enough to get them back on their a-game.
2. The high performer wants to work remotely.
They’ve proven themselves to be productive members of the team, which means they want more flexibility. They want to dictate their hours, so long as they keep producing the results. You have a lot of factors to consider, including how this will affect other members of the team. Once you grant one employee the privilege, It’s almost guaranteed that more requests will follow. You have to weigh how happy it will make the high performer against how unhappy it will make others who don’t get the perk.
3. The high performer’s work is not good enough.
As we saw in No 1, nobody’s perfect. Sometimes a high performer will turn in below average work for a variety of reasons. If this is a one-time thing, chalk the underperformance up to a miscommunication. If it happens repeatedly, you’ll have to get tougher and tell this person to step it up. Then, let them know you’re there to help.