Vous avez un employé très performant qui a besoin de rétroaction. Comment les gardez-vous motivés ?

We provide feedback because we believe people can learn, grow and become everyday a better version of themselves. Maybe we should change “feedback” to “feedforward”. The narrative is: “with this and that behavior or words, this is the impact that you have got in this situation: xxx. Is this the impact you wanted to have? If yes, just keep doing it; if you want a different impact, let’s explore together what is this impact and how to obtain it.” I have found this approach super effective in feedforward not only to my team, but also to Senior leaders that interact with my team.

I learned from my coaches that you should first ask: "Is it ok if I give you feedback?" - By doing this, you ensure that you have the person's attention and that they are also receptive to the feedback that is coming. Then, you should say: "In my perspective, what makes you great is...." and you tell them why they are fantastic. Afterwards, you continue with "And in my perspective, what would make you even greater would be..." By doing so, you give a positive spin to the feedback and people are more open to it. Because most of us want to become better, but we do not want to be criticized. Personally, I am of the opinion that feedback / critisism is a gift. Only feeback will help you to get from good to great.

Ter momentos de conversa para dar suporte nos temas do dia a dia é fundamental. Estes momentos precisam acontecer de maneira estruturada e disciplinada. Quem tem alta performance precisa de alguém para compartilhar as situações não para ter uma orientação precisa e cirúrgica do que realizar, mas ter com quem dividir os temas triviais.

I have found that the most motivating thing is helping others solve their problems…and challenging them to find more problems to solve!

This could be by connecting them with customers or stakeholders more often, or by sharing thank you notes and words of praise from leaders in the organization with the whole team. Anything that helps high performers know their work matters will also help keep them motivated.

Acknowledge their achievements and express appreciation for their contributions. Provide specific, constructive feedback on areas where they can continue to grow and excel. Offer new challenges or responsibilities that align with their strengths and career goals to keep them engaged and motivated

Engaging high preformers means treating them like a peer in top projects. Support them in building out his or her brand then help promote over and over!

This reminds of a lovely experience. At my previous job, I had a high-performing team member who excelled but could improve on delegation. I started by praising her achievements: “You’ve done an excellent job every quarter.” Then, I provided specific feedback: “Your skills are amazing, but you often do too much yourself. Better delegation could improve efficiency.” I offered her a new challenge: “How about leading our internal training program?” She was excited. We also discussed her workload and training needs, promising support. A few months later, she excelled even more, felt balanced, and thanked me for the valued feedback. This reinforced the importance of clear, supportive feedback to keep top talent motivated.

High performance stems from working effectively, efficiently, and in alignment with organizational goals. When someone isn't aligned with these broader objectives, it's the leader's responsibility to provide coaching. No one sets out to do a poor job. Similarly, when an individual is recognized as a high performer, it's crucial for the leader to acknowledge, appreciate, and continue challenging them. This not only benefits the employee but also helps leaders improve their feedback skills. This requires practice and a human touch. The T.R.E.A.T. model, taught at IIMA, is an excellent framework for leaders. It helps you tailor feedback based on an employee's performance level.

“about balancing constructive criticism with positive reinforcement is spot on. High-performing employees often thrive when they feel recognized for their contributions, and highlighting their strengths alongside feedback for improvement creates a more balanced and motivating experience. This approach not only reinforces their alignment with team goals but also fosters a growth mindset, making them more receptive to constructive feedback. It’s a great reminder of how positivity can fuel continued success while driving further development.”

I believe as leader it is important to understand the intrinsic motivation of all team members. That way you can align their motivation with their tasks. Put simply, what you enjoy doing is usually what you do best. Then keep on stretching the assignments to further develop.

Mesmo o seu melhor funcionário, aquele que trabalha alinhado, conhece o negócio e suas prioridades, que possui alto desempenho etc vai precisar de feedback. Um ponto crucial aqui é de, ao longo da conversa, reforçar todos os pontos positivos e depois apontar a oportunidade de melhoria e garanta que o ponto tratado de fato vá servir como motivador - e não como queixa.

To keep a high-performing employee motivated, recognize their successes with genuine praise, involve them in strategic projects, and offer opportunities for leadership or skill development. Encourage open communication and align their goals with the company’s vision to maintain their engagement and drive.

Positive reinforcement is a powerful motivator. When providing feedback, balance any constructive criticism with positive reinforcement. Highlight what your high-performing employee is doing right and how their actions align with the team's goals and values. This reinforces their positive behavior and encourages them to continue performing at a high level while being open to areas of improvement. التعزيز الإيجابي هو محفز قوي. عند تقديم الملاحظات، قم بموازنة أي نقد بناء مع التعزيز الإيجابي. سلط الضوء على ما يقوم به الموظف عالي الأداء بشكل صحيح وكيف تتماشى أفعاله مع أهداف وقيم الفريق. هذا يعزز سلوكهم الإيجابي ويشجعهم على الاستمرار في الأداء العالي مع الانفتاح على مجالات التحسين.

Money. Money talks as the old saying goes. Continued employee efforts are directly related to compensation. You can see this on a macro economic level. Employees whose wages are not livable anymore are checking out at record levels. If you don't have every employee tied into your strategic goals via a shared profit experience, they will not listen and you will not win in the future market that is shaping up. If they do listen and improve, you are creating a great new employee for your competitor as they seek higher wages from their improved capabilities.

El refuerzo positivo es fundamental para mantener a los empleados de alto rendimiento motivados y comprometidos. Asegúrate de destacar y celebrar los logros y comportamientos que se alinean con los objetivos y valores de la empresa. Cuando brindes retroalimentación, equilibra cualquier crítica constructiva con elogios específicos sobre lo que están haciendo bien. Esto no solo refuerza su confianza, sino que también crea un ambiente donde se sienten valorados y apoyados, fomentando un deseo constante de mejorar y seguir contribuyendo al éxito del equipo.

Na minha experiência, noto que o termo "feedback" ainda é ligado de modo considerável ao ato de mostrarmos pontos a serem desenvolvidos, a oportunidade de algo ser feito de modo diferente. Feefdback também é uma ferramenta para deixar claro que a pessoa está no caminho certo! Quando isso acontece, quem recebe o feedback se sente observado e reconhecido, aumentando seu engajamento no cotidiano. E para quem observa esse feedback acontecendo, fica também o sinal de que aquele é o caminho a ser seguido.

A key factor in retaining high performers is providing them with a clear career path, assigning them to Challenging projects and roles when opportunities arise and ensuring timely growth and advancement. High performers should experience faster career progression compared to their peers, which not only motivates them further but also inspires others to strive for similar growth. The policies for elevation need to differentiate Hi-Pos and others

It's more than giving them additional responsibilities or projects - the best way to engage a high performer is to give them more autonomy so they can find new ways of being useful.

Si bien no todos nuestros colaboradores tienen los mismos objetivos de desarrollo personal (hablando de tiempo de alcanzarlo y de plan de carrera), la clave es poder entender cuál es esa “zanahoria” que mueve a cada uno e intentar, de manera genuina que la organización sea capaz de ofrecerle ese desarrollo que él colaborador busca, para ello, es importante una estrecha comunicación entre el equipo de HHRR, el colaborador y el manager. Siempre con los oídos bien abiertos al feedback constructivo.

Address the inevitable; Great Employees who consistently outperform KPIs will want a raise, a promotion and new opportunities. Rather than wait for the day they ask, why not be proactive and start discussing these possibilities early on. Either you discuss it with them early on, or some other company will discuss it with them.

I acknowledge their achievements, whether through team meetings, company newsletters, or awards. This not only boosts their morale but also sets a benchmark for others. Pair them with a mentor or industry leader who can offer guidance, share experiences, and provide new perspectives. In this way they will feel highly motivated and open path for their career growth so that they can hold longer in the organization.

High performers who seek opportunities for growth and development have a variety of potential career paths, additional responsibilities, and skill development opportunities that align with their interests. By linking feedback to their career aspirations, organizations can demonstrate a commitment to their long-term success and show that they are valued within the company. One potential career path for high performers is to transition into leadership roles. Providing opportunities for them to manage teams or lead projects can help develop their leadership skills and prepare them for higher-level positions. This can involve giving them additional responsibilities such as overseeing a new initiative or guiding a cross-functional team.

High-performing team members seek career growth and opportunities. Start by understanding their skills, aspirations, and available opportunities within the organization. Then, assign them additional responsibilities with corresponding rewards. That makes them feel valued.

When trying to retain high performers, you have to give them the space and opportunity to perform while also being aware of burn out. I believe that giving opportunities for growth can help high performers continue to stay engaged and feel as though they are serving a purpose. With candid conversations about their goals and aspirations, they will continue to stay engaged if the work is moving them closer to their personal goals. This is a win-win for both the company and the employee. The company gains someone with additional skills, and a high performer. The employee gains an opportunity to grow.

Esse tema aborda um aspecto fundamental da gestão de talentos nas organizações de alto desempenho: o alinhamento das oportunidades de crescimento com as aspirações individuais dos colaboradores. Quando as empresas incentivam o desenvolvimento de carreira de seus funcionários, elas não apenas retêm talentos, mas também promovem uma cultura de crescimento contínuo e inovação.

Motivating high-performing employees by surrounding them with other top talents is an often underrated reward system. High achievers thrive in environments where they are challenged, inspired, and recognized by peers who share their level of dedication and skill. The synergy created when high performers collaborate is hard to match and enhances job satisfaction. This fosters a sense of belonging and professional growth, as employees learn from one another & feel validated by their peers' recognition. Maintaining such an environment requires consistent hiring standards. Companies should prioritize a rigorous hiring process that focuses on both skills and cultural fit. This is a natural way to have a continuous & natural dialogue.

Keep the conversation open. Ensure that time is spent in evaluating what is being done and also spend some time evaluating what is not being done. Do this together frequently. Evaluation with a feedback loop is what allows one to keep growing.

Regular Check-ins : Schedule frequent, brief meetings (e.g., weekly or bi-weekly) to discuss progress, challenges, and successes. These don't need to be lengthy; even 15-30 minutes can be highly effective. Two-way Communication: Encourage the employee to lead parts of the discussion. Ask open-ended questions about their experiences, ideas, and concerns. This demonstrates that you value their perspective. Real-time Feedback : Don't wait for scheduled meetings to provide important feedback. Offer praise or constructive criticism in the moment when it's most relevant and impactful.

For a high performing employee, the key would be to have a 1-1 feedback session on how well it goes and what next steps can be taken. It is actually a simple algorithm, you make yourself present, listen truly and contribute to the development further.

Além de fornecer feedbacks regulares, é fundamental manter uma conexão contínua e uma linha aberta de comunicação direta. Isso garante que ambas as partes permaneçam engajadas nos resultados, e permite que o acompanhamento do gestor seja mais eficiente e eficaz.

Sin duda, fortalecer vínculos a través del diálogo continuo marca la diferencia, diálogo franco y honesto, mantener una cadencia diaria, semanal, quincenal o mensual, dependiendo de cada situación, la comunicación efectiva y constante es de gran valor l.

I believe in maintaining an open and ongoing dialogue with high-performing employees, beyond just formal reviews. I schedule regular one-on-one meetings to discuss their progress, challenges, and goals. These conversations are two-way, offering a space for them to share ideas and concerns. I practice active listening to ensure they feel heard and valued. During these meetings, I provide constructive feedback with specific examples and actionable suggestions. I also align their work with broader organizational goals, helping them see the bigger picture. By fostering ongoing communication, I build trust and transparency, essential for maintaining motivation and engagement.

La retroalimentación efectiva debe ser un diálogo continuo, no un evento aislado. Establecer controles regulares con tu empleado de alto rendimiento permite discutir su progreso, enfrentar desafíos y celebrar éxitos. Esta comunicación constante fortalece la relación de confianza y mantiene al empleado informado sobre su desempeño. Además, demuestra tu compromiso activo con su desarrollo, lo que no solo refuerza su motivación, sino que también asegura que estén alineados con los objetivos del equipo y la organización, facilitando su crecimiento y éxito a largo plazo.

Feedback should not be a one-time event but rather a continuous dialogue. Establish regular check-ins with your high-performing employee to discuss progress, challenges, and successes. This ongoing communication fosters a trusting relationship, keeps them informed about how they're doing, and shows that you are actively involved in their development يجب أن لا يكون تقديم الملاحظات حدثًا لمرة واحدة، بل يجب أن يكون حوارًا مستمرًا. حدد اجتماعات منتظمة مع الموظف عالي الأداء لمناقشة التقدم، التحديات، والنجاحات. هذا التواصل المستمر يعزز العلاقة القائمة على الثقة، يبقي الموظف على اطلاع حول أدائه، ويظهر أنك تشارك بفعالية في تطويره.

Als Führungskraft ist es essentiel regelmäßig Feedback zu geben. Terminieren Sie zum einen Feedback Meetings und zum anderen anlassbezogene Feedbacks wie bspw. nach einem Akquisetermin, einer Projektpräsentation, Workshop etc. Beobachten Sie Ihre Potenzialträger und sammeln Sie Verhaltensbeispiele, die Sie konkret in das Feedback einbauen können. Überlegen Sie auch, wo ihre Mitarbeitende noch wachsen dürfen und wie Sie sie dabei am besten unterstützen können. Geben Sie Ihnen bspw. mehr Verantwortung oder fragen Sie, was Sie aktiv gerne zusätzlich übernehmen möchten. Gerade die Generationen Y und Z fordern Feedback und schätzen eine Führungskraft, die dies aktiv lebt.

To keep a high-performing employee motivated, offer meaningful recognition and rewards tailored to their contributions. Publicly acknowledge their achievements in team meetings or company communications, highlighting specific successes. Provide tangible rewards such as bonuses, promotions, or additional responsibilities that align with their career goals. Consider personalized gestures, like a handwritten note or a celebratory lunch, to show genuine appreciation. By recognizing their hard work and providing appropriate rewards, you reinforce their value and encourage continued excellence.

Personalized Recognition: Understand what type of recognition resonates most with them—public praise, a private thank you, additional responsibilities, or tangible rewards such as bonuses or time off. Celebrate Successes: Make sure to celebrate their successes and milestones, whether through awards, special events, or simply a note of appreciation. This reinforces their value to the team and the organization.

Tailor recognition to individual preferences, balancing public acknowledgment with private appreciation. Implement peer recognition programs to foster a supportive culture. Offer growth opportunities through challenging projects or leadership roles. Consider flexible work arrangements and personal development budgets. Surprise bonuses and company-wide recognition can be powerful motivators. Ensure recognition aligns with company values and remains fair and consistent. Regularly review and update your approach to keep it relevant. A well-crafted mix of tangible and intangible rewards reinforces excellence and keeps your best talent engaged and productive.

Recognition and rewards do not just boost the employees confidence but also he/she gets motivated that his or her hardwork is being recognized by the employer. If during town hall meetings and monthly meetings and some minutes are used to recognize some hardworking employees it will boost productivity as every employee would love to have a experience of that and in the end is a win win situation for both the employee and the employer

I recognized a high-performing employee’s contributions during a team meeting and through a formal recognition program. This boosted their morale and set a positive example for the team. Recognition and rewards are powerful motivators. Acknowledging contributions in team meetings or through tangible rewards boosts morale and shows that hard work is appreciated. Using recognition and rewards to acknowledge high performance not only boosts morale but also sets a positive example for the team, showing that their efforts are noticed and valued.

Always remember that there is not a “one size fits all” when it comes to rewards and recognition. Some people thrive on public recognition . Others are totally broken by public recognition, even if it is intended to be positive. Learn the behavioral styles and characteristics of your team members so you achieve the right outcomes you desire.

To keep a high-performing employee motivated while giving feedback, focus on recognition and rewards. Acknowledge their accomplishments and contributions publicly and privately. Offer tangible rewards, such as bonuses or promotions, and intangible ones, like additional responsibilities or new projects. Personalized recognition, tailored to their preferences, can boost morale and reinforce their value to the team, keeping them engaged and motivated to continue excelling.

A better chance on promotion, clear career path, flexible working hours, remarkable bonus are vital to keep high-performing employee motivated and retain them in the company.

Recognition and rewards play a crucial role in motivating employees and fostering a positive work environment. By acknowledging the contributions of high-performing employees through team meetings, formal recognition programs, or tangible rewards, organizations can boost morale and productivity. This practice sets a positive example for the entire team, demonstrating that hard work and high performance are valued and appreciated within the company. Effective recognition but also promote a culture of appreciation and encouragement in the workplace. This, in turn, can lead to improved job satisfaction, increased employee engagement, and enhanced overall performance across the organization.