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By default, managing your best employees should be fairly easy because since they are your best workers, they require the least amount of work from you. This, however, is not always the case. While high performing employees are great for your company, they can also be incredibly attractive for other companies as well owing to their ambitiousness, passion and creativity. So if your best employees don’t like where they are presently at, it’s very likely that they may find a job elsewhere with virtually no hassle.

Moreover, your star employee should be a good example for the rest of your team and if they exhibit a bad attitude or if they are allowed to break certain regulations, other employees might start feeling that you are partial to your best employees and this can build up a lot of resentment among the team.

On the other hand, if you can manage your best employees, there will be a lot of benefits in the long run. In addition to motivating them to perform better and deliver more successful results, their talent can inspire and uplift the performance of other employees too. So the question arises – how to manage your stay performers? Below are a few strategies in which this can be done.

  1. Give them challenges

If your star employee finds that he/she had no complex work that requires a great deal of strength, they may likely get bored and even leave the company for a more challenging role. So it’s very important that you don’t allow this to happen. Ensure that you give your star performers a stretch assignment, meaning that you give them a project that is outside of their comfort zone. When you assign such high-profile tasks for them, your star employees will take full responsibility and delve right into it.

2. Give them the correct development opportunities

Almost all high performers are hungry to learn more and get better at their skills so, as a company, you should find ways in which their desire can be fed with the correct development opportunities. If you offer training that is below their current skill set, they will feel as though it is worthless and they may even resign from your company.

Giving them the right development opportunities will push them towards improvement in areas that they feel they are weak in. For example, in addition to sending your high performer to a conference, you could even have them to do a presentation there so they can work on their speaking skills.

3. Define goals and expectations

This is a standard practice for all employees but is an especially important one for your star performers who are highly motivated by ambitions and clearly defined goals. This doesn’t have to be related to their jobs but could also be career development goals that can help them advance within the organization.

These goals should be applicable for all employees and even your star performers should be expected to follow the standard rules of the company. For instance, some high performers can sometimes show up late to work and get away with it and if this is the case, it can cause a lot of resentment among the other workers. If they do show up late to work or if they commit any act that goes against the protocols of the organization, it is very important that they are held accountable for it.

4. Don’t ever micromanage your high-potential employees

If you don’t trust your star performers to get the job done, then it naturally shows how your low-performance employees are treated. If your high-potential employees are micromanaged, they are naturally inclined to getting annoyed because the want ownership over their work. This is why it’s important to tell them what to do and not how to do it.

Moreover, when you have high performing employees, you know that they will get their job done, leaving you with more time to focus and help your lower performing workers who want more support.

5. Give them recognition where its due

Never ever take your star performers for granted. They have worked incredibly hard to accomplish their goals and their success must be acknowledged. This could be done by giving them some sort of tangible token of appreciation that will make them feel more valued.


The universal principle of business is simple – 80% of the effects come out from 20% of the cause. This means that 80% of your sales comes from your top 20% salespeople. This principle alone is sufficient to illustrate the importance of retaining your high performing employees as they are clearly the 20% who are responsible for your 80% output and if you lose even one of them, your company can lose out on a huge chunk of potential.

So, as managers, leaders and HR individuals, it is very important to prioritize ways in which you can retain your star workers so you can take your business to greater heights.




Epitom Consulting (Pvt) Ltd,
15/1A, St.Joseph's Road,
Nugegoda, Sri Lanka.
Phone: +94 71 303 2422

Website: http://www.epitom.org
Email: info@epitom.org

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