This Asking For a Friend question comes up so frequently in our leadership development programs, particularly now with such a focus on retaining high-performing employees.

“I worry that I’m not giving enough attention to my really high-performing employees, you know, the ones that seem like they don’t need my help. I’m so focused on the employees that are struggling. How do I ensure I give my high-performers what they need too?”

Retaining High-Performing Employees- What They Yearn For Most

We’ve been listening to so many frustrated high-performing employees over the years, and their complaints are remarkably similar. They yearn to be seen and noticed for the hard work they are doing.

They wish for more “wows.” And, they desperately want to have an advocate and supporter.

Here are 7 relatively easy ways to support your high-performers.

1. Say Wow, Thank you
2. Acknowledge how hard they are working
3. Have them show you what they are doing
4. Ask them for their ideas
5. Remove roadblocks
6. Help them envision a possible future
7. Advocate and support them

1. Say, Wow! Thank you.

“Wow” is a great secret weapon for retaining high-performing employees. It’s more than okay to be impressed.

Your high-performing employees are not going to slack off because you were wowed. You get more of what you encourage and celebrate and less of what you ignore… particularly from top talent.

A big “Wow” followed by a genuine and heartfelt “Thank You” from someone a high-performer respects will trump almost any token of appreciation you can offer.

2. Acknowledge How Hard They’re Working

No matter how easy they make it look, it’s not. Your high-performing employees are juggling a lot they’re not bothering you with (and may even think you don’t understand).

They would love to tell you some stories. And the stories are worth hearing.

Pull up a chair and listen.

A bonus for digging a bit deeper here, this conversation helps to ensure that their hard work is focused on what will have the biggest impact on the team’s results.

Your high-performing employees want clarity and reassurance that their work is having a strategic impact.

3. Have Them Show You What They’re Doing

Think about the last time you figured something out that you were wildly proud of. What did you long for most?

For me, I know it’s someone to share it with. Ask for details and if you’re amazed, show that. Side benefit: this is a remarkable way to uncover best practices.

Some of the biggest turnarounds I’ve been a part of began by asking a few high-performers what they were up to.

4. Ask them for their I.D.E.A.s

If you want to retain your high-performing employees, one of the best things you can do is ask them for their ideas.

We heard so much frustration in our research for Courageous Cultures:

49% said they were not regularly asked for their ideas. 67% said their manager operates around the notion of “this is the way we’ve always done it.”

Your top talent has ideas to improve the customer experience and productivity. They know what could make things easier for their peers. Ask them.

5. Remove Roadblocks

Just because they’re not complaining, doesn’t mean they don’t have a list.

Every time I’ve asked this question I’ve been surprised by some of the easy “asks.”

No, you can’t fix everything.

But, if you can fix a few small things getting in the way of your highest performers, can you imagine the ROI?

6. Help Them Envision Their Possible Future

Help them see beyond the obvious next steps, looking around corners and expanding their peripheral vision for their career.

Our Developmental Discussion Planner works remarkably well for having these important career conversations. You can learn more about that and download it for free here.

7. Advocate and Support Them

Find ways to lift them up and advocate for them to your boss, your peers, and their peers.

Be sure you know they have their back.

Your highest performing employees likely do a lot on their own, and might not ask for help– even when they need it the most.

If you want to retain your high-performers, re-recruit them by showing them just how important they are.

See also: Coworker Conflict: 7 Ways to Get Along With Other High-Performers

The post Retaining High-Performing Employees: Practical Ways To Support Your Best Talent [VIDEO] appeared first on Let's Grow Leaders.

When you have limited time for employee development, it’s tempting to focus on the employees who need it the most– employees who need training or who are struggling to feel included on the team. After all, your high-performing employees seem good.

And here’s the challenge. Your high-performing employees long to be seen and valued. Just like every human being.

These are all real statements I’ve heard from high-performing employees in the last few weeks:

“Oh, we don’t worry about observing our high-performing call center reps. We just focus on the ones who are struggling.”

“John doesn’t really need a training and development plan like everyone else. He’s a high-performing employee and has his job nailed.”

“Well, he’s a bit rough around the edges, but we don’t say anything. He’s so good at his job, we’re afraid to tick him off.”

“Oh Sally’s good. She loves what she does. Thank God for her. She’s a really high-performing employee.  She just likes to be left alone to do her thing.”

I get it. They’ve got it. You can count on them. They don’t appear to want your help. They don’t complain. You’ve got other fish to fry.

But the truth is when I meet with such high-performers and ask what they need, here’s what they tell me they long for from their boss.

7 Things Your High Performing Employees Long to Hear You Say

1. Wow! Thank you

“Wow” is a highly under-used word in corporate America. It’s okay to be impressed. No one’s going to slack off because you were wowed.  A big “Wow” followed by a genuine and heartfelt “Thank You” from someone a high-performer respects will trump almost any token of appreciation you can offer.

2. I know what you’re doing isn’t easy. I’d love to hear more

No matter how easy they make it look, it’s not. Your high-performing employees are dealing with all kinds of challenges. They would love to tell you some stories. And the stories are worth hearing. If you want to truly invest in them, pull up a chair and really listen.

3. Can you show me how you did that?

Think about the last time you figured something out that you were wildly proud of. What did you long for most? My guess, is you wanted to tell someone.

Ask for details. And,  if you’re amazed, show that. Of course, you might just discover a best practice.

4. What could we be doing to better serve our customers?

They know. If you truly care about the customer experience ask this question, listen and do what you can to take action on the response.

In our Courageous Cultures research, 67% of employees said aren’t regularly asked for their ideas. And 40% said they lack the confidence to share their ideas.

5. What’s getting in your way?

Just because they’re low maintenance, doesn’t mean they don’t have a list. Every time I’ve asked this question I’ve been surprised about how some of the roadblocks they perceive are easy to remove.  No, you can’t fix everything. But if you can fix a few small things getting in the way of your highest performers, can you imagine the ROI?

6. What do you want to do next?

High-performing employees want to know you care about them as much (or more than) the work. Make that clear.

7. I want to help you do even better.

Challenge them. Help them grow.  Ask them what they need. True high-performers almost always want to achieve more. Inspire them to get past the tired.

Not every high-performing employee is looking to be promoted. And that’s fine.

You need rock stars in every role. But every high-performer is human and longs for appreciation, connection, and wants to be heard. It’s so easy to direct our attention to the folks who need our help the most. Be sure to pay attention to your top 20% as well.

Your turn. What are your best practices for supporting and developing your high-performing employees?

The post How to Encourage and Retain High Performing Employees appeared first on Let's Grow Leaders.