Feedback for your High Performers

Although your high performers may need feedback less often then others, it’s still crucial that they receive regular, continuous feedback. Amy Gallo, in Giving a High Performer Productive Feedback, notes that it’s essential to give high performers feedback even though it may seem counter-intuitive. Here are some helpful tips from Giving a High Performer Productive Feedback:

Always describe behaviors, not traits. Don’t dwell on the past; instead focus on what the employee can change in the future

Be sure to provide feedback that offers solutions to obstacles your high performers may be facing. If you simply outline flaws, then they might see your feedback as ‘nitpicky’. You don’t want to annoy, or worse upset, you want to help. This is very similar to Marshall Goldsmith‘s feedforward, which we’ve previously taken a look at.

To make the most of your feedback session, focus the discussion on three levels: the star’s current performance, her next performance frontier, and her future goals and aspirations

One of the character traits that defines a high performer is their eagerness to constantly ‘do better’. Help them develop a plan that will be challenging and keep them engaged.

I highly recommend that you read Giving a High Performer Feedback. The article contains many more helpful tips, as well as some interesting case studies.