by Karen Snyder
I was in my happy place—my flower garden—kneeling in the dirt, coaxing a clematis to thrive. I must have planted 20 of them in this same spot. Why? Hope. The hope that this time, the conditions will be just right. The hope that it will take root, flourish, and reward my persistence with a cascade of beautiful blooms. And it made me think—why do we put so much effort into what struggles, yet often overlook what’s already thriving? We do the same thing with high performers at work.
Too often, we take high performers for granted, assuming they don’t need as much attention. Instead, we focus on cajoling the stragglers or fixing what’s not working. But imagine if we spent as much time cultivating our high performers as we do trying to fix the underperformers. What kind of workplace would we create?
Here’s how to ensure your high performers continue to perform at their peak:
Encourage Real Rest
High performers are often so dedicated that they push through exhaustion. Make sure they take genuine time off—not just a long weekend, but full vacations or time for hobbies that recharge them. Their long-term success depends on sustainable energy, not burnout.
Share the Spotlight
High-visibility projects shouldn’t always go to those struggling to prove themselves. Give your high performers opportunities to shine and elevate their skills. Not only does this keep them engaged, but it also sets a standard of excellence for the rest of the team.
Seek Their Insights and Celebrate Their Wins
High performers bring fresh perspectives—don’t just assume they’ll keep producing at a high level without recognition. Regularly seek their input, celebrate their contributions, and provide growth opportunities like conferences or executive coaching. Personalized recognition fosters loyalty and motivation.
Support Work-Life Balance
Even the most dedicated employees need balance. Offer flexibility where possible—remote work options, adjusted schedules, or team-building activities that energize rather than drain. Keeping them informed and engaged in big-picture initiatives also helps them stay connected to the company’s mission.
Foster Mentorship and Leadership
Many high performers thrive when given the chance to mentor others. This strengthens team dynamics and positions them for leadership. Consider pairing them with a corporate coach or giving them strategic growth opportunities.
Prioritize Performance Reviews and Career Growth
When it’s time for performance appraisals, go beyond the standard evaluation. Highlight achievements, discuss their future, and reinforce how their work aligns with the organization’s goals. Let them see a clear path for advancement so they don’t feel the need to look elsewhere.
The more committed you are to your high performers, the more committed they’ll be to the organization. Survey your team—which high performers need more attention?
Karen Snyder is a Leadership Expert providing management training and coaching to businesses. For a no obligation consult, contact her through her website at www.KarenSnyder.com.