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+---
+title: Develop - and Retain - Your High Performers
+published: 2024-07-17
+description: 'Develop - and Retain - Your High Performers'
+image: './cover.png'
+tags: ["Management", "Employees"]
+category: 'Management'
+draft: false 
+---
+
+While most employees strive to excel, being a high performer can come with drawbacks, including high-pressure goals,
+meeting overload, and reduced flexibility. Retaining your high performers - and developing new ones - is critical in
+today's uncertain, fast-paced business environment. Here's how to do it.
+
+This tip is adapted from
+"[3 Ways to Build a Culture That Lets High Performers Thrive](https://hbr.org/2024/06/3-ways-to-build-a-culture-that-lets-high-performers-thrive)" by Lindsay
+McGregor and Neel Doshi
+
+Minimize Meetings
+-----------------
+
+Cut down on unnecessary meetings to free up your employees' time for truly impactful work. This means establishing a
+simple, predictable weekly meeting schedule for your team, as well as optimizing your one-on-ones.
+
+Measure Motivation
+------------------
+
+Use surveys regularly to assess your team members' motivation and understand what excites or creates stress for them.
+For example, ask: What habits does the team want to improve? What are some specific ideas to improve those habits? Then
+create quarterly improvement plans to address any pain points.
+
+Mentor High-Potential Employees on Key Skills
+---------------------------------------------
+
+To ensure your high performers feel challenged and your developing employees are growing, schedule quarterly
+skill-development meetings for each of your direct reports. Use that time to identify one concrete, high-leverage skill
+(think problem-solving or leadership) for them to improve in the next quarter.