Are you lucky enough to have great performers on your team? Are they highly independent, self-starting individuals? Are you glad that you can pretty much let them do their own thing and leave them alone?
Then you may be making a big mistake.
It’s very easy to assume that these top performers don’t need feedback or management oversight. Sure, they don’t want micromanagement- they are, after all, intrapreneurs. They might even tell you that they don’t need you to look in on them. But this is largely untrue.
Your top performers all have egos. And they want to know you’re paying attention to their work. That doesn’t mean looking over their shoulders all the time. What it does mean is that you do check in and acknowledge them. Notice their achievements. Ask them their opinions and involve them in the development of new people. Watch their numbers and express your appreciation.
Don’t be fooled by their independence. Our highest achievers want positive WordFood from you. They want to know you’re paying attention to what they do. If you don’t, they will find somewhere else to work where they will get that pat on the back.
All too often well meaning leaders make the assumption that their best people don’t need attention. The opposite is true. These are the people who deserve the most acknowledgement. This teaches your lowest performers that to get more of your support, they have to step it up.
Many a great employee has left because he or she got ignored. Make sure you are giving Energy Enhancer compliments to those who are making your company successful. Find out how they want to be valued: everyone is unique.
Feed your best performers rich WordFood and they will continue to reward you.