Why Do Top Performers Leave?

Many hiring managers believe that employing a top performer will make an immediate impact on the business, without the need for an onboarding process or training and development program. But, as with any new starter, these employees need to be supported throughout their career in order to perform at their highest level.

Without supplying adequate training and development, you may be hindering the productivity of your top talent. And when an employee feels they’re not making progress, it’s detrimental to your organization as well as to their own career satisfaction.

Most people want a defined career path, which isn’t an unrealistic expectation for employees to have. Today, it’s rare for an individual to remain in the same position with the same company throughout their entire career. Demand for top performing employees is high, which is why you should be working extra hard to develop and retain your top talent.

Being an employer of choice

Work on your brand as an employer; show candidates why they should work for you. If you project the proper culture, not only will people want to join you, but they’ll also want to stay.

It’s also important for you to be clear about what the organization and role offer during the interview process so candidates know exactly what to expect when they start.

How to retain top performers

The last thing you want is for your highest achieving employees to leave in order to work for a competitor. Ensuring you have a good retention strategy in place is just as important as your attraction methods.

1. Organize a mentoring program -- Have senior level employees answer any questions and provide support for new starters. Mentors can make all the difference for an employee, and having one can add to their overall satisfaction with your company.
2. Give feedback and set goals -- Ensure all employees feel their skills are necessary. And don’t let them get bored with their job. When appropriate, expand their role or rotate their responsibilities.
3. Reward success -- Don’t let hard work go unnoticed. Develop a reward or recognition program so that people feel valued and proud of a job well done.
4. Get them working as soon as possible -- Onboarding is important, but don’t be insulting by holding off on difficult tasks. But don’t dump too much on them, either. Work with new employees to find the right balance.
5. Create a culture -- Create an atmosphere which allows top performers to thrive, whilst remembering to understand individual needs, too. Be encouraging and open, having a dialogue in those early days and throughout their career.

It’s important to value all your staff; you might find that those you didn’t consider to be particularly high achievers develop into your best performers. So nurture potential to the best of your ability, while also making sure employees remain satisfied.

To hire top performers for your organization, please get in touch with your local Michael Page office.