How to Keep High Performers Motivated with Effective Feedback

In most workplaces, feedback is often directed at employees who need improvement, but high performers can sometimes be overlooked. After all, if they’re already doing well, why not leave them to their own devices? However, high performers need feedback as much as anyone else—not only to maintain their performance but also to feel valued, challenged, and supported in their growth. Here’s why feedback is crucial for high performers and how to provide it effectively.

1. Why High Performers Need Feedback

• Motivation and Engagement: High performers are typically driven, but without feedback, their motivation can wane. They want to know that their hard work is recognized and appreciated.
• Continuous Improvement: Even the best employees have areas where they can grow. Constructive feedback helps high performers refine their skills and maintain an upward trajectory.
• Career Development: High performers are often looking to grow within the organization. Feedback is essential to help them see a path forward, ensuring they don’t feel stagnant in their roles.
• Retention: Talented employees may leave if they feel undervalued or if they perceive no room for growth. Regular feedback shows high performers that the organization is invested in their success.

2. Types of Feedback High Performers Value

• Constructive Feedback: High performers value honest feedback that helps them identify areas for improvement. Vague praise like “Great job!” doesn’t tell them where they can enhance their skills.
• Goal setting and Vision: High achievers appreciate guidance on aligning their personal goals with the company’s vision. Offering insight into where they could apply their strengths in the long term is both motivating and grounding.
• Recognition of Impact: While high performers may not always seek the spotlight, they do want to know their work is impactful. Highlighting specific accomplishments helps them feel seen and reinforces their commitment to excellence.
• Challenging Opportunities: High performers thrive on challenge, so offering feedback that leads to stretch assignments or new responsibilities is often very motivating.

3. How to Give Feedback to High Performers

• Be Specific and Actionable: When giving feedback, be clear and precise. For example, instead of saying, “You’re doing great,” try, “Your leadership on the recent project was exceptional, especially in handling the team’s collaboration. I think you’d thrive in an even bigger project.”
• Encourage Self-Reflection: High performers often have strong self-awareness, so ask questions that prompt them to reflect. Questions like, “What was your biggest takeaway from the project?” or “Where do you see room for growth?” help them evaluate their own performance.
• Provide Regular Check-Ins: Don’t wait for annual reviews to give feedback. Regular, informal check-ins help reinforce positive behaviours and offer opportunities for course correction in real-time.
• Challenge Them with Stretch Goals: High performers appreciate being pushed to new limits. Offering them stretch goals or leadership responsibilities keeps them engaged and allows them to build new skills.
• Recognize Their Efforts Publicly: While some high performers may not actively seek praise, recognizing their achievements in team meetings or company communications can reinforce that their contributions are valued.

4. Feedback Examples for High Performers

• For Leadership Skills: “I’ve noticed how well you manage team dynamics and motivate others. Let’s discuss potential projects where you could lead a cross-functional team and bring your leadership skills to the forefront.”
• For Innovation and Initiative: “Your creative approach to problem-solving is impressive. I’d love to see you apply this to our upcoming project, where there’s room to experiment with new methods.”
• For Continued Development: “You have a strong command of your role and bring incredible value. Let’s explore some areas where you could continue growing, such as taking on mentorship roles or enhancing your project management skills.”

5. Building a Culture Where High Performers Thrive

• Encourage Open Communication: A feedback-rich culture where high performers feel comfortable discussing their goals and challenges is essential. Managers should actively listen to their aspirations and show genuine interest in their development.
• Invest in Development Programs: Providing ongoing learning opportunities, such as workshops, certifications, or conferences, shows high performers that the organization values their growth.
• Promote Peer Feedback: Encouraging peer-to-peer feedback allows high performers to gain insights from colleagues, helping them see their impact from different perspectives.
• Celebrate Successes Together: When high performers contribute significantly to team or company successes, make sure the whole team celebrates together. This not only reinforces their value but also builds team morale.

Conclusion

High performers drive organizational success, so their development is essential for overall growth. By consistently providing meaningful feedback, managers can keep top talent engaged, motivated, and aligned with the company’s mission. High performers who feel recognized and challenged are far more likely to stay, bringing their best efforts to the workplace every day. Investing in regular, actionable feedback for high achievers isn’t just good management; it’s a strategic move for the long-term success of the entire organization. By Ashlene Moyo