High performers are the jewels of your organization. Their positivity, drive, and ability to deliver results are aspirational to their peers. Your high-performing tech talent push themselves to innovate and create meaningful products and experiences and it’s important to manage them effectively to help ensure their engagement and productivity in the long run.
When providing support to a high performing tech talent team, it’s wise to take a more tailored approach – one that is different from how you approach other employees because your top performers’ needs and goals might be different from other members of the team.
Here are some helpful tips on how to manage your high-performing tech talent:
- Offer them growth opportunities
Your tech employees want to be challenged and will stay involved if they feel like they are provided with opportunities that will consistently help them grow and continue to innovate and evolve. Some examples include giving them opportunities to take courses online with tuition reimbursements or technical classes that will help them hone their skills and other capabilities. You can encourage them to take training courses and give them opportunities to attend conferences, including virtual, in their area of expertise to further their professional development.
- Ensure their competitive pay and benefits
No employee wants to feel like they are being taken advantage of – especially top performing tech employees. The labor market is tight and the market for tech professionals is extremely competitive. You need to assure them that they are getting paid competitively with an equally competitive benefits package. You also need to communicate that you understand the value they bring to your company, through recognition and by proactively assessing their compensation and future growth within the organization.
- Provide feedback (in private)
Feedback is necessary for growth and development and giving your employees constructive feedback will only help them do better in future projects. Feedback should be timely, frequent, solutions oriented, and to the point. Communicate with empathy and if you need to give negative feedback, be sure it’s constructive and given in private. Focus on their performance. Use this opportunity to tailor your feedback to employees individually so they continue doing their best. Give positive praise in front of the team or company leaders, provided the employee is comfortable with this. Remember that every team member likes to be recognized in different ways.
- Set clear objectives for projects
When assigning projects and tasks, it’s imperative that you set clear and measurable goals that are agreed upon. While your top tech performers will want to go above and beyond, you need to ensure that the goals are attainable and are measurable in the process. This will help your employee to set expectations as needed and help them understand how their performance will be measured depending on the results the bring in. As some tasks are measured easily through metrics others might be more difficult when evaluating timelines or progress so you need to adjust accordingly.
- Give flexibility with how work is completed
A lot has changed in the past year with remote flexibility and work schedules. Use this as an opportunity to allow your top performers the flexibility they need to continue being productive and happy. However, make sure you are being fair to all employees to avoid complaints and attrition. Have open communication about schedules and allow for flexibility when goals are achieved, and projects are completed on time. If you set clear guidelines and rules that apply to everyone, your top employees should be on board with the revised scheduling.
Every employee is different and how one employee works might be different from others. While these are some important ways to nurture and support your top performers, it’s important to truly get to know your employees and understand their individual strengths and abilities so you can help maximize their professional growth and in turn grow your technology teams.