People and workers who are quality will shine through in the midst of the pack. They aren’t always the loudest, the most obvious or the best looking. Quite often quality people are sitting in the office next to you – just quietly going about doing their work.
Here’s what I have found when it comes to managing high performers -
- They like autonomy. High performers like to be left alone to get on with the task that you have delegated to them. They appreciate the fact that you are watching them and are relying on them but at the same time they don’t need you looking over their shoulder watching what they are up to.
- They appreciate praise and feedback but not mush. High performers like to hear they are doing a good job. When they do get praise they often pretend to shirk it off or not to be interested. Why? Because they know they are good but they don’t want to appear to be full of themselves. People who come in singing their own praises about how good they are – probably aren’t.
- Time is precious. High performers know when you are wasting their time. Be it in meetings with no outcomes, conversations with no end point or emails with no purpose. High performers have a keen sense of when their time is being wasted and they will work in such a way as to not have this type of situation occur over and over again.
- Challenge me please. high performers work out how to complete a task in a short space of time. Once they have it figured the next time they do that task – they do it a lot faster and more efficiently than they did before. So you run the risk of that person getting bored. So – give them a challenge!
I also recommend you check out this website for further reading – http://www.nicheconsulting.co.nz/psychometric_assessment/for_recruitment/high_performance_modelling.htm
