Business World

Versatile Leadership: Managing Both High and Low Performers

Employee Performance

In a team, there are always “high” and “low” performers. High performers are those who consistently go beyond what authorities expect of them. They are eager for new challenges, and in overcoming these, they do a good job. Low performers, meanwhile, only deliver a good output when reminded, encouraged, and guided throughout the process.

Some professionals recommend managing employees according to their generational group. Experts who offer business training courses, however, say that the best approach is changing one’s management style according to the team member’s motivation level.

Handling High Performers

Some leaders tend to be more lenient with their high-performing team members, thinking they need less attention compared to low performers. While high performers are self-motivated most of the time, managers still need to monitor these employees’ performance and help set goals as well as to provide feedback.

Managers also need to understand what motivates every high performer, so they can provide ample opportunities for the employees to achieve career growth. While it’s not necessary to micro-manage this type of performer, it pays to let them know you value the impact their contributions make.

Handling Low Performers

Managers usually approach low performers with a tinge of frustration. According to CEO of Motivosity, which is an employee recognition software, doing so only increases the likelihood of them performing badly.

The best way to deal with low performers is to show compassion. Managers should delineate the gap between reality and expectations, as well as offer to help create a plan that will help the individual get to where they want to be. Furthermore, between the manager and the low-performing employees, there will always be “teachable moments” that managers can use to build their team members’ confidence.

It’s important for managers to treat every member of the team with respect and dignity and prevent creating the impression of favoritism. To further strengthen the team dynamic, managers also need to encourage their team to be transparent with their goals and to share any progress with their teammates.