g-f(2)3033 Unlocking Potential: How to Retain and Empower Your High Performers

 

genioux Fact post by Fernando Machuca and ChatGPT

Introduction

In her Harvard Business Review article "Stop Ignoring Your High Performers," Ruth Gotian highlights a critical yet often overlooked aspect of organizational management: the need to actively support and engage high performers. While many managers dedicate much of their attention to underperformers, this imbalance can lead to the disengagement and eventual loss of top talent. High performers are the backbone of innovation and productivity, yet they need as much guidance, feedback, and opportunities for growth as anyone else — though not in the same ways.

genioux GK Nugget

"High performers require recognition, growth opportunities, and trust to stay engaged and thrive, not just the freedom to operate independently." — Fernando Machuca and ChatGPT, October 12, 2024

genioux Foundational Fact

High performers are often assumed to be self-sufficient, but they need recognition, challenging growth opportunities, and clear paths for advancement to remain motivated and engaged. Without this support, even the best employees can feel neglected, leading to reduced engagement and the risk of turnover.

The 10 Most Relevant genioux Facts

1. High Performers' Value: High performers are up to 800% more productive than average employees in complex roles, driving much of an organization’s success.
2. Misallocation of Attention: Managers often focus on underperformers, mistakenly assuming high performers need less attention, which risks disengagement.
3. Need for Recognition: High performers thrive when they are recognized for their specific contributions, not just routine praise.
4. Opportunities for Growth: High performers want to be challenged with new opportunities that stretch their skills and keep them engaged.
5. Pathways for Advancement: They seek clear, actionable pathways for career growth, far beyond vague promises or annual reviews.
6. Autonomy and Trust: Micromanaging high performers is counterproductive. They need autonomy to make decisions and execute their responsibilities.
7. Alignment with Organizational Values: High performers want to feel their work is meaningful and aligned with the company’s mission and values.
8. Frequent Feedback: Continuous feedback, rather than just during annual reviews, helps high performers sharpen their skills and advance their careers.
9. Retention through Engagement: By recognizing high performers’ needs, managers can prevent disengagement and retain their top talent.
10. Spillover Effect: Recognizing high performers not only motivates them but also has a positive impact on the entire team’s morale and productivity.

Conclusion

High performers are key drivers of innovation and organizational success, yet they are often overlooked by managers who assume they need little support. However, these top talents need recognition, growth opportunities, clear career paths, autonomy, and alignment with organizational values to stay engaged and committed. Prioritizing their needs is essential for maintaining their motivation, ensuring their retention, and ultimately driving the organization forward.

REFERENCES

The g-f GK Context

Ruth Gotian, Stop Ignoring Your High Performers, Harvard Business Review, October 08, 2024.

ABOUT THE AUTHOR

Ruth Gotian (@RuthGotian), EdD, MS, is the chief learning officer and associate professor of education in anesthesiology at Weill Cornell Medicine in New York City. She is the author of The Financial Times Guide to Mentoring with Andy Lopata and The Success Factor. Discover your potential for high achievement by taking her exclusive High Achiever Optimization Assessment here.

 

Classical Summary of the Article

In her article "Stop Ignoring Your High Performers", Ruth Gotian explores the common managerial oversight of neglecting high performers in favor of underperformers. High performers, who are typically 400% more productive than average employees, and up to 800% more productive in highly complex roles, are the backbone of innovation, productivity, and success in any organization. However, managers often assume that these individuals are self-sufficient and don’t require the same level of attention and support as others. This can lead to feelings of isolation and neglect among high performers, reducing their engagement and motivation.

Gotian outlines key strategies that managers can implement to ensure their high performers remain engaged, challenged, and valued. These include offering meaningful recognition, providing opportunities for growth and new challenges, creating clear pathways for career advancement, granting autonomy with trust, and ensuring alignment between the individual’s values and the organization’s mission. High performers thrive on recognition for their contributions, the chance to develop new skills, and the knowledge that their work has a purpose. Without this, they can become disengaged, leading to the loss of top talent.

The article concludes that by focusing on these critical areas, managers can create an environment where high performers not only remain committed but continue to drive success within the organization. Effective leaders must prioritize the development and support of high performers, fostering a culture of continuous growth and mutual trust.

Dr. Ruth Gotian, EdD, MS

By Copilot

Dr. Ruth Gotian is a globally recognized expert in mentorship and leadership development. As the Chief Learning Officer and Associate Professor of Education in Anesthesiology at Weill Cornell Medicine in New York City, she has made significant contributions to the field.

Dr. Gotian has been hailed by prestigious institutions such as Nature, the Wall Street Journal, and Columbia University as one of the top 20 mentors worldwide. In 2021, Thinkers50, known as the Oscars of management thinking, ranked her as the #1 emerging management thinker. She was also a semi-finalist for the Forbes 50 Over 50 list.

Throughout her career, Dr. Gotian has personally coached and mentored thousands of individuals, ranging from undergraduates to faculty members. As the former Assistant Dean of Mentoring and Executive Director of the Mentoring Academy at Weill Cornell Medicine, she oversaw the success of nearly 1,800 faculty members.

Dr. Gotian is a prolific contributor to renowned publications such as Harvard Business Review, Forbes, and Psychology Today, where she shares insights on optimizing success. Her research focuses on the mindset and skill set of peak performers, including Nobel Prize winners, astronauts, Olympic champions, and NBA stars.

In addition to her academic and mentoring roles, Dr. Gotian hosts a weekly show and podcast titled "Optimizing Success," where she gathers high achievers to discuss their journeys to success.

Dr. Gotian is also an award-winning author, known for her works "The Success Factor" and "The Financial Times Guide to Mentoring." Her dedication to mentorship and leadership development continues to inspire and guide individuals toward achieving their full potential.

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Categorization

This genioux Fact post is classified as Bombshell Knowledge which means: The game-changer that reshapes your perspective, leaving you exclaiming, "Wow, I had no idea!"

Type: Bombshell Knowledge, Free Speech

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REFERENCES

“genioux facts”: The online program on "MASTERING THE BIG PICTURE OF THE DIGITAL AGE”, g-f(2)3033, Fernando Machuca and ChatGPT, October 12, 2024, Genioux.com Corporation.

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