Research shows they thrive on feedback but often get less of it. Here’s how to fix that.
High performers are essential to a team’s success, often producing significantly more output than their peers. But research shows that they often receive lower-quality feedback. Managers tend to focus on lower performers, neglecting the development needs of high performers. High performers tend to thrive on feedback and are motivated by it. To engage and retain high performers, managers should provide constructive feedback, highlighting areas of growth.
When giving feedback, focus on skills and behaviors instead of personality traits. Moreover, be mindful of reinforcing negative stereotypes, which can affect underrepresented groups more profoundly. Finally, map out clear paths for growth, offering specific guidance on how high performers can advance., Senior HR Advisor to Textio, and Grown Woman Life podcast host, is an acclaimed diversity strategist and HR leader.
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