Praising top performers is easy.
The real challenge:
Finding ways to keep them aiming higher and not resting on their laurels.
Giving constructive feedback during half-year or annual performance reviews can help keep them on track.
Keep these three strategies in mind:
1. Follow the usual rules
Just like with any employee, review the person’s achievements through the course of the past 12 months.
Don’t forget to thank the staffer for his or her efforts and the example it sets for others.
2. Focus on future goals
Is the staffer looking for additional training? Other ways to expand his or her skills?
Is he looking to “climb the ladder?”
There’s no right or wrong response to any of these questions. Make sure the staffer understands it’s a personal choice – not something they need to agree with to gain favor with you and the company.
3. Ask what you can do
For example, say “You’re obviously committed to success. How can I or the company help you continue succeeding over the next 12 months (or longer)?”
There may be an accommodation the staffer’s looking for that you can help with.
Then wrap up the review by coming up with new targets and identifying the challenges for the year ahead.