Keeping your highest performers engaged is crucial to the success of any company. That is certainly the case in life sciences, healthcare, and cybersecurity with the competition for talent as intense as ever. However, some organizations simply assume that their best and brightest are always engaged with their work simply because they are the highest performers. The truth is many high performers can become disengaged from their company due to a variety of reasons, including a stagnant work environment, lack of resources, or not feeling valued. Therefore, it is incumbent on companies and their leaders to understand how to keep their highest performers fully vested in their work. In this blog, we will discuss strategies that companies can deploy to keep their highest performers on track for continued success.
Engage High Performers in Important Company Initiatives
One of the essential steps in keeping high performers engaged is to offer them challenging and meaningful work that aligns with their skills, interests, and abilities. Asking them to lead and contribute to significant projects can drive motivation and boost their morale. Working together with executives to identify gaps and brainstorming strategies to close those gaps will give high performers a sense of autonomy and ownership. Moreover, it will create a more inclusive work environment and promote cross-functional cooperation and collaboration.
Give High Performers a Voice
High performers tend to have a clear understanding of their work priorities, occupational skills and capacities, and career goals. As such, companies must give them a chance to express their opinions and insights. Giving them a voice within the organization will make them feel valued and help them develop a sense of belonging. Leaders must ensure that their voices are heard and have an impact on decisions. Giving high performers platforms to express themselves and contribute to the company’s success will reinforce their sense of value and importance and inspire others within the organization to seek out similar opportunities.
Empower Them and Offer Growth Opportunities
Offering professional development programs and growth opportunities such as training, coaching, mentorship, and development plans can go a long way in keeping high performers engaged with their company. Leaders should speak with them to learn about their career goals and aspirations and how the company can support them. Leaders must also provide high performers with the resources they need to successfully shepherd their teams. By empowering them, company leaders will give high performers a greater sense of ownership, boost their confidence and morale, and encourage innovation.
Recognize Achievements and Celebrate Successes
Another way to keep high performers engaged is to mark their successes and achievements. When companies recognize and reward hard work and extraordinary effort, they are demonstrating that they care about and value their top performers. Those who lead successful projects to their completion and contribute worthy ideas and solutions should be acknowledged during annual awards ceremonies and other company events, and congratulated in company communications. Recognition not only increases employee satisfaction but also motivates them to keep performing at their best.
Conclusion
In the fast-paced world of the life sciences, healthcare, and cybersecurity sectors, high performers are often tempted to seek other professional opportunities if they aren’t satisfied with their current job and/or work environment. To counter those temptations, organizations need to develop and execute intentional strategies to keep their high performers engaged. Those strategies include offering them substantive and meaningful projects, empowering them to take ownership, allowing them a voice within the organization, and recognizing and rewarding their hard work and achievements. Engaging high performers is not just a one-time effort, but a continuous process that an organization must prioritize and sustain. The benefits include a more satisfied group of high performers who are more likely to remain with their company and mentor and inspire others, greater innovation and productivity, and a healthy, positive workplace culture that is more likely to attract and retain talented people moving forward.