How to Keep High Performers Engaged
How to Keep High Performers Engaged
What you’ll learn
Skills you’ll gain
You hire a promising young person, they perform exceptionally, and leave your business after a short period of time. It seems like they're gone before you properly recognize and praise their hard work, and you want to know why. This course, taught by Dr. Ruth Gotian, a leadership development and success expert, and contributor to Forbes and Psychology Today, will teach you how to identify key qualities of these gifted employees, and what you must do to keep them working for you, not your competitors. Ruth will help you build methods (aside from the typical incentives) to keep these employees feeling valued, challenged, and recognized while at work. They'll see the benefits of staying with your business before disengaging with the work they were hired to do. You’ll finish this course with a solid grasp of how to recognize high performers, the benefits of challenging them, and how to create a workplace designed for employee longevity and success.
Syllabus
Download syllabus-
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Problem solving pros Those who are high achievers are usually the ones who can take a dream and make it a reality. 2m
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Approach to challenges For high performers, challenges are puzzles, which can present fun opportunities for them to grow and fit ideas together. 2m
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Focusing on the wrong people Most organizations focus on the underachievers by giving them corrective action plans, but this can often lead to them forgetting to cater to high performers. 3m
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Copy and paste mentality Many new leaders like to adopt what worked at their previous company and simply implement it in their new organization, disregarding their need to adapt to the new company's culture. 2m
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No clear path for advancement While many companies have a succession plan for their C-suite, the high performers are underserved when it comes to mapping out their futures. 2m
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Identifying retention challenges High performers are usually self-sufficient, but if they feel ignored or taken advantage of, they're more likely to leave. 2m
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Leveraging metrics High performers are always looking to meet the next metric, and providing them with the metrics they can strive for is crucial. 2m
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Engaging high performers While money is important, it's not the only thing high performers want or need. 2m
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Providing advancement opportunities High performers are always wondering how to achieve their next goal. 2m
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Demonstrating value High performers will work hard naturally, but if someone micromanages them or takes credit for their work, they will start to disengage. 3m
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Recognizing achievements High performers often carry the load for the team and want to be valued for their efforts. 2m
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Veterans and rookies Mentorship is critical in today's world, and balancing a team with senior and junior high performers will keep these top employers engaged. 2m
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Live out your values Adults need to learn why they are doing something in order to feel excited and interested in what they need to do. 2m
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Raising the bar Thanks for watching this course! 1m
Certificate
Certificate of Completion
Awarded upon successful completion of the course.
Instructor
Ruth Gotian, EdD, MS
Dr. Ruth Gotian is a learning executive and performance coach.
An active contributor to Forbes and Psychology Today, Ruth serves as a leadership coach and adult educator with a proven track record of achievements and success. Her work has been recognized by the Marshall Goldsmith 100 Coaches program and featured in the “Top 30 Management Thinkers in the World to Watch Radar List” by Thinkers50.
Ruth Gotian, EdD, MS
Learning Executive and Performance Coach
Accreditations
Link to awards
How GoSkills helped Chris
I got the promotion largely because of the skills I could develop, thanks to the GoSkills courses I took. I set aside at least 30 minutes daily to invest in myself and my professional growth. Seeing how much this has helped me become a more efficient employee is a big motivation.
