Companies have been facing this big dilemma from time to time: How to identify, attract and retain good employers? These good companies are little by little realizing an unfallible decisive truth: The capacity to locate and retain high performing people who can develop winning strategies so the competitive advantage can be ensured.
However what we can say you do not have to find, so to speak, High Performers, instead bear this in mind you have to define them. According to several research made by renown universities of the world, these people who shine even in bad days, who has a strong limitless energy and enthusiasm and who are full of ideas, get things done quickly and effectively, who inspire others not just by pep talks but with very important through the sheer force of their example, these people can push the company to higher and unknown realms.
These people are always located or headhunted by rival companies according to those universities surveys. So when these people leave a company, the impact in the financial way of this problem is such a terrible knock out and it includes tremendous costs on training most of the time very expensive ones, lost of productivity and inspiration.
Nevertheless we have to say that not all these good employees are stolen so to speak, they are most of the time lost. most of these good high performers go because companies do not know how to keep them, most the time employers are so blind they cannot even put into their agenda how to locate those young would be high performers and very important how these organizations should consider how such people are likely to regard important motivating factors.
Of course, money is still and will always be the main motivating factor here, however these people always tend to seek motivation from other sources as well, that's why empowerment is a very important word to remember, particularly when motivating these new fast trackers. A high performer will seek to feel that he or she owns a project so to speak, we have to stress out this mostly in a creative sense, good CEOs know this and offer these opportunities.
Another thing to remember is how challenging of the job itself, most surveys and research agree with this, the more challenging the job the better motivator will become, most of these high performers feel demotivated when they sense and feel their organization has no clue where is addressing, where is going to. High Performers Employees also seek to develop themselves, not just their resume but their skills, in a way that they want to expand themselves either professionally and personally, that's why proper training is quite necessary providing the best training skills to master them and develop their natural talents and creative thinking, it is highly recommended to provide a good coach or a mentor who will display a strong commitment image to fast tracking an employees development, is just they feel good in an environment where they have good administrative support in all the ways, they usually hate thinking their success they are winning or won is lost due to the inefficiency or lack of support by the administrative staff.
Fast tracker employees want to feel special in an organization, they want to feel their company regard them as unique talented ones. They hate thinking they are simple performing commodities therefore their loyalty will diminish and production will low down in a terrible way.
The best thing is to invest on the talent, it is always a good idea investing on the people, they are the key that generates profits to an organization, doing so, loyalty will increase. By investing on people and creating a creative network and splitting small projects inside big ones and bestowing responsibilities and and giving them creative spaces so they can develop their own true nature you will be creating a community of talent and high ever increasing performance. This will become a terrible threat and headache to your rival company.
