Managing a team of High Performers
So who are High Performers ?
High performers in companies are typically employees who consistently exceed expectations in their job responsibilities and deliver results that surpass their colleagues or industry standards. They are often viewed as valuable assets to the organization and are known for their exceptional work ethic, skills, and abilities. They are able to deliver the results despite the challenges and obstacles. They are also known for their ability to adapt and learn quickly, and for their positive attitude and willingness to go above and beyond in their work. High performers often have a track record of success in their roles and may be recognized for their contributions through promotions, bonuses, or other forms of recognition.
HIPo's ( Pronounced Hi-Pos)
Sometimes High performers are also called "HIPos" which is short for "Highly Impactful People" and is a term used to refer to top-performing employees within a company. Again these are the employees who consistently deliver exceptional results, demonstrate a high level of skill and expertise in their field, and are viewed as valuable assets to the organization. HIPos are often recognized for their contributions through promotions, bonuses, or other forms of recognition, and may be considered for leadership roles or special projects within the company.
HIPOs often have a track record of success in their roles, a strong work ethic and a willingness to go above and beyond in their work. They are known for their ability to adapt and learn quickly, and for their positive attitude. They can be a source of inspiration for their colleagues and motivate them to achieve better results.
Managing HIPOs can be challenging because they are often independent, self-motivated, and may have a different way of working. But with clear communication, opportunities for growth and development, and a culture of collaboration and teamwork, HIPOs can be a valuable asset to any company and can help drive the organization's growth and success.
Some points to managing a team of High Performers
Managing a team of high performers can be a challenging but rewarding experience. Here are a few tips for effectively managing a team of high performers:
Clearly communicate expectations and goals: High performers want to know what is expected of them and what they need to do to be successful in their role. Make sure to clearly communicate goals and expectations to your team.
Provide opportunities for growth and development: High performers are often looking for ways to improve and grow in their roles. Provide opportunities for professional development and training to help them continue to excel in their roles.
Encourage collaboration and teamwork: High performers can sometimes be seen as individual contributors, but it's important to foster a culture of collaboration and teamwork. Encourage your team to share ideas and work together to achieve common goals.
Recognize and reward success: High performers appreciate being recognized and rewarded for their hard work and accomplishments. Make sure to acknowledge and reward your team members for their successes.
Lead by example: Lead by example, show them how to be a high performer and be willing to put in the extra work yourself.
Be flexible and adaptable: High performers may have different ways of working and different needs. Be willing to adapt and be flexible to best support your team members.
Provide constructive feedback: High performers want to know how they are doing and where they can improve. Provide regular feedback and coaching to help them continue to excel in their roles.
Trouble in paradise
Even high performers can have their own set of issues like, egos, attitude, work ethics, communication, etc. that may cause conflicts or problems within a team. It's important to address any issues or concerns that may arise, regardless of the employee's level of performance.
It's also important to remember that every individual is different, and what may be viewed as problematic behavior for one person may not be for another.
High performers should be treated with the same level of respect and fairness as any other employee, and any issues or concerns should be addressed in a constructive and respectful manner.
So high performers are not necessarily difficult to manage, but they are individuals and like all individuals, they have their own strengths and weaknesses. It's important to address any issues or concerns that arise and to treat all employees with respect and fairness.
Average Leaders and High Performing teams ?
An average leader may find it challenging to manage a team of high performers because high performers have different needs and expectations than the average employee. High performers are typically self-motivated, independent, and have a strong desire to grow and excel in their roles. They may also have different ways of working and may require more autonomy and flexibility than the average employee.
They may struggle to provide the necessary support and opportunities for growth and development that high performers need to continue to excel in their roles.
They may also have difficulty recognizing and rewarding the high performers' successes and may not be able to provide the level of feedback and coaching that high performers need to continue to improve.
In conclusion - Yes, with the right approach, an average leader can learn to manage a team of high performers effectively.
All in all, the world is changing and leaders and teams alike will have to adapt to survive and thrive.