Understand what motivates your Top Performers

July 28, 2015

Understand what motivates your Top Performers

Have you ever looked at other companies and wondered why they seem to get all the best people? Do you ever wish you could have your own superstars working for you?

Don’t just wonder. With a little adjustment and a lot of open-mindedness, you can motivate your top performers.

Promote a learning culture

The first thing to realize is that you don’t know everything. In fact, that’s the reason you’re in this situation in the first place. But you don’t have to stay in this difficult situation.

All successful entrepreneurs are world-class learners, and you should be too. Learn anything and everything you can about building a high-performing team. You and your team should be constantly improving yourselves, both in terms of company strategy and personal skills.

Second thing to do is to promote a developmental and learning environment where people are free to explore and create their own ideas. This gives them room to stretch their minds, while potentially benefiting your business.

Third, be at the look out of what would motivate your employees. Especially, those that you have identified as high-performers, because you don’t want to lose them to your competitors.

Promoting a learning culture will position you as an employer that attracts and retains talent. As such, you increase your retention rate, substantially increase your business results and will position your employer’ brand as one to make a difference in people’s lives.

Motivate your top performers

  1. Align your business plan with your HR initiatives.

How do you do that? You start by assigning the most important initiatives to your superstars. Make them accountable for their own results and drive your bottom line results. As a result, they will feel empowered, engaged and will want to work for you.

  1. Make training and mentoring a constant.

The more structure you lend to your mentoring program and transfer knowledge the better. Determine younger employees’ goals and developmental needs, and pair them with older, more experienced employees to create cross-organizational dialogue. Consider various mentoring models: one-on-one sessions, or a “speed mentoring” program where younger employees sit across from company experts to ask questions.

No matter what method you choose, making mentoring a part of the employment life cycle will ensure that your top performers continue to build their skills and will motivate others to perform better so they too can benefit from mentoring.

Being a talent magnet is more than just a fancy office and high pay. You invest in your workforce, develop them, and trust them to bring you better business. This positive relationship shines through in every interaction with your team and your customers. The quality of your employees will increase, and you’ll become an industry leader in no time!

Communicate. Communicate. Communicate.

As a business owner, you need to encourage an ongoing, two-way dialogue about assignments and about deliverables and beyond that, about your employee’s career goals and aspirations. If you don’t know how an employee would like to grow professionally, you won’t tailor opportunities to meet their needs and as a result you risk losing them.

Hiring is a tedious task for an entrepreneur. Once you actually find the right fit, you need to nurture the relationship by identifying your superstars and support them. That way, you secure a higher ROI on the time spent on interviewing, hiring and training. And most importantly, you will prevent your talented employees from leaving you to your competitors.

Author

Aline Ayoub

Aline has made a lifetime career in HR and is the founder of Aline Ayoub HR Consulting; a bilingual company that is helping small businesses recruit and hire the right people through a unique hiring process she has developed. She is an award winning coach and is an active member of Human Resources Professionals Association (HRPA). Visit Aline’s website or follow her on twitter and LinkedIn.