Play to Your Strengths

                    Retain High Performers 

Today's employees want to be lead differently. To attract andretain valuable employees, you must recognize the dramatic rise in knowledge workers. Knowledge workers are the individuals who use their ‘brains' instead of their ‘brawn' to get work done.

Knowledge workers are the information specialists, researchers, marketing and sales and service employees whose talents drive the success of your business.

To inspire these employees, you must manage them differently than employees of the past. Recognize and void these five deadly sins and you'll capture the energy and enthusiasm of knowledge workers.

#1. Focus only on what's wrong.

The "no news is good news" approach to leading knowledge workers is a receipt for disaster. You may think that if employees aren't screwing up, they don't need to hear from you. But knowledge workers need your attention. Recognizing progresshelps employees move in the right direction and fuels enthusiasm. Start noticing what's going right.

#2. Ignore poor performers.

Knowledge workers want you to deal with poor performers - otherwise the problems land in their lap. Address problem performers by coaching employees,reassigning individuals, or remove them altogether. In either case - pay attention to problems and take corrective action. Don't let laggards linger and demotivate key players.

#3. Overlook boredom and talent misfit.

Job uncertainty and fear may stop employees from speaking up about their frustrations. It's important to notice when individuals are losing interest or struggling in their current position. There's no joy in getting by at work. Help employees talk about frustrations and find the right job fit. Align employee talents with their emerging interests.

#4. Allow employees to say ‘YES' to everything.

Curb employee desire to work on 'interesting' projects that are unrelated to business priorities. No matter how exciting a project is, you must help the employee ask: "Does this project contribute to the goals of the business? Can I justify the time and energy I'm spending on it?" Knowledge workers tend tobite off more than they can chew. Help employees set limits and say ‘No'-for their sake and the business.

#5. Fail to give feedback.

No one wants to hear: "This isn't working." But knowledge workers need to know when their attitudes and behaviors are causing a problem. Any employee can make a mistake - sometimes without knowing it. Don't wait until there's a crisis to raise a touchy subject. Ongoing feedback helps employees contribute their best.

Knowledge workers want to grow and develop their talents. Involve them in key decisions and encourage collaboration with others whostretch their capabilities. Make sure their achievements are visible and appreciated by others in the organization.

Put these ideas into action and watch performance and motivation soar.

Career Advice

The cure to boredom isn't rest - it's engaging at a deeper level.

If you have suggestions or ideas, please emailme at faith@faithralston.com and I'll publish in thenext newsletter.

Have a delightful Spring!

Faith
President, Leaps of Faith, Inc. and Creator of Play toYour Strengths Talent System