Wednesday, 26 June 2019 12:31

Motivating your Top Performers

Employees are valuable members of your team. But sometimes a few of those team members set themselves apart due to their consistantcy and high levels of productivity. High-performers like these are a huge asset to a business, both in their contributions to the company and also as an example for their other team members. It is not uncommon to see higher levels of responsiblity, increased moral, and other benefits throughout your business when others know that they have a high performer on their team.  DSC7637 2

At American Lumber, we take pride in having many high performers as part of our team. Throughout our organization, whether it is a lumber trader, someone in traffic or accounting, or one of our yard managers, we strive to recognize our high perfroming employees. 

Some of the qualities we see in these employees are:

  • A positive and upbeat attitude
  • A desire to learn & acquire new skills
  • A self-motivating perspective
  • A commitment to go above and beyond

Most importantly, high perfroming employees take pride in consistantly succeeding in the tasks they take on, often with little supervision. In these types of situations we have found that the best thing for a manager to do is to get out of the way and let the employees complete their work the best way they know how. 

Here are a few techniques we have found helpful in ensuring that our high-perfromers feel essential to the organization and are motivated to continue the great work that they do. 

Know Your High-Performers. In the hustle and bustle of daily business operations, it’s not uncommon to overlook the work high-performers do, or take these individuals for granted.

Managers can to get to caught up in the details of how employees are doing their job that they forget to look at the results. Placing focus on actual business numbers is critical for identifying and nurturing high-performers.

Avoid Micromanagement. Closely following the work of a productive employee in order to ensure the best results oftem times tends to undermine morale and output.

The approach that tends to work best is observing your high performing employees work habits in the hopes that those traits can be taught to other employees on your team.   

Eliminate Obstacles. the path to effective project completion may be hindered by layers of bureaucracy or other internal roadblocks. The best thing you can do for high-performers is eliminate these obstacles, while concurrently providing your team with the most efficient resources available. For these individuals, chances are that the learning curve for adopting new tools and technologies will be short and sweet.

Offer Feedback. In contrast to micromanagement, look for opportunities to provide feedback on the efforts of high-performers. It’s OK to critique any areas where performance falls short, but let them know you’re happy with their work, and that you’re ready and willing to offer other growth opportunities as they arise.

Obviously, high-performing employees deserve recognition. Especially those who demonstrate leadership potential. With these individuals, share opportunities for professional development and performance that highlight their strengths and address their shortcomings. They could well prove to be your future leaders. 

American Lumber
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Last modified on Wednesday, 26 June 2019 16:18

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