You're managing a top performer on your team. How do you provide feedback without dampening their motivation?
Even top performers need feedback—here's how to keep them motivated:
How do you approach giving feedback to your high achievers?
You're managing a top performer on your team. How do you provide feedback without dampening their motivation?
Even top performers need feedback—here's how to keep them motivated:
How do you approach giving feedback to your high achievers?
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Positive Reinforcement: Start with positive feedback, highlighting their strengths and accomplishments. This sets a positive tone and builds their confidence. Use specific examples to illustrate their achievements and the impact they've made. Future-Focused Feedback: Frame the feedback as an opportunity for growth and development. Discuss how the suggested improvements can help them reach their career goals. Celebrate Successes: Recognize and celebrate their achievements, both big and small. Publicly acknowledge their contributions to the team.
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Recognize their achievements and offer specific, constructive feedback focused on growth. Encourage dialogue and collaboration, and express confidence in their abilities. Provide support and resources to help them improve. This approach motivates and empowers top performers, helping them reach even greater heights. 🌟💪🏼
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When working with high performers, I've learned that treating them as partners in their growth journey works best. Rather than basic guidance, they need strategic insights to reach even higher. Acknowledge their wins, then frame feedback as "elevation opportunities." The key is being their success advocate, not critic. I engage them with questions like "What areas do you want to push yourself in?" or "How can I help remove barriers?" This maintains their drive while steering them toward new heights. After all, these are our future leaders – our feedback should catalyze their excellence, not constrain it.
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