Identifying your High Performers
In today’s current climate you may want to look to your high performers to ensure targets are met, costs are reduced, customers are kept happy and people are kept motivated. But who are these high performers?
This diagram can often be helpful. Your high performers or superior producers would normally constitute around 16% of your workforce and it is this top 16% that it is important to retain during difficult times. |
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What makes these people high performers? Well research has shown that typically this is made up of 3 factors
 | Thinking and reasoning style |
| Behavioural traits |
| Occupational interests |
Your high performers will often have higher levels of these job related qualities. Not only that, they will be more likely to ‘fit’ within the organisation’s vision and values.
One of the challenges for organisations is identifying these high performers, we often have a good idea who are they are but this can be very subjective and affected by working relationships for example. Sometimes your high performers may have not had the opportunity to show you what they are capable of.
A more objective way of determining these high performers is to use a ‘Total Person’ psychometric assessment. One that considers the 3 factors identified earlier.
| These assessments can provide accurate, reliable data that helps: |
| Organisations achieve accurate job fit |
| Managers to lead, coach and motivate effectively |
Employees to achieve greater productivity, profitability and job satisfaction One of the advantages of these tools is that job or role ‘benchmarks’ can be determined, usually based on agreed high performers or designed around specific needs.
These benchmarks can be used to recruit, develop and retain high performers in an accurate and cost effective way.
If you would like some further information on recruiting, developing and retaining high performers I would be delighted to hear from you ray@mrjconsulting.co.uk.
