Engage high solid performers in collaborative conversations.
60 – 70% of individuals in our organizations are solid performers, making them the backbone of every organization. When we give them our best, they will give their best to us and our organizations. This week, Dr. Pilcher discusses how to connect with your solid performers. When you give solid performers feedback the right way, a relationship is built that will retain, motivate, and inspire your direct reports.
This episode addresses questions, such as:
- How can I help develop and provide support to my solid performing employees?
- How do I retain the majority of my direct reports?
- What is the best way to provide feedback to my solid performers?
Connecting with Solid Performers is the seventh episode in a series describing the performance curve and performance conversations, beginning with Ep. #16 High Performers: Who Are They?.
We recommend guiding high solids by engaging in a collaborative conversation, focused around asking questions that will guide the employee to creating a solution for their own obstacle. Start by working from positive behaviors to help them grow.
It’s useful to identify what performance level our team members are operating on so that we can provide feedback and recommendations for improvement that are relevant to them.
The structure for a low solid performance conversation differs slightly from that of a high solid. In this coaching clip, KK Owen outlines each type and provides a visual of the conversation differences.
The challenge managers are bombarded with calls to give feedback-constantly, directly, and critically. But it turns out that telling people what we think of their performance is not the best way to help them excel and, in fact, can hinder development.