HR-Articles


Top Performers Work for Team Growth
 Having a prodigy in your team is definitely a feather is your cap. You might want to make the best use of the skills and abilities of the prodigy to enhance the performance of the entire team. But there might be a paradigm shift in the performance of the team as a whole if the prodigy alone hogs the lime-light every time for better performance over other members of the team. Avoid hurting team morale by focusing more on a single top performer. Identify any such aberrations within the performance of the team to help you take corrective actions. Some Pointers:
Assess the earlier and current Performance Benchmarks:
Dish out the original benchmarks and comp[are these performance benchmarks with the new benchmarks set by the top performer. Thus, you get an idea of t he degree of difference. Delve into the contributing factors for the difference your top performance might have additional certification or knowledge over their members of the team. Or, the individual has worked for an earlier company known for its aggressive targets. Having a round of discussions with all the members of the team will help you give a better perspective.
Identify the intelligence an emotional quotient:
Your top performer might possess extraordinary levels of intelligence quotient. Thus, conduct exercises to identify the intelligence quotient of all the team members. In some cases, one individual might possess higher levels of IQ over others that lead to the outstanding Performance. How ever, this brings home the fact that this employee might not have been recognized for the potential and right responsibilities have not been assigned. Reconsider the role and responsibilities of the top performer and assign additional or complicated work if the difference in quotients between the employees is insignificant, examine the strengths of the top performer that might be the weaknesses of the order team members. Conduct such an analysis without being biased to any group of employees. Likewise focus on the emotional hassles within the tram while identifying the emotional quotient. If the top performance remains aloof from the other team member, you might want to take action to enhance team bonding.
Emphasise team Excellence over individual excellence:
Communicate the importance of synergy to your top performer. If an individual does not share best practices with the team, other employees tend to spend more time and the gap between the top performer’s metrics and the next best performer’s metrics will be too wide, Regular team meetings can highlight features such as sharing best practices that will benefit the entire team. Metrics that include the performance of the whole team must be highlighted frequently to make everyone realize the importance of team excellence. Make use of management games to inculcate team spirit within the members of the team.
Encourage knowledge sharing:
If the top performer possesses additional skills, make it a point to encourage knowledge sharing with the team. Reward the top performer not only for the performance standards but also knowledge sharing initiatives. Ask the individual to hold knowledge sharing sessions and let the entire team benefit by sharing tips and tricks.
 Award Innovation:
Formulate new awards for employee innovations and broadcast it to the entire team. Encourage everyone from the team to come up with such initiatives provide the necessary resource to all the team members. Differentiate such creative innovation awards from the regular performance rewards and recognition. Thus, you can encourage top performers to think innovatively and establish team practices for better performance and innovation.One of the primary goals in the annual appraisal of top performers should focus on working with the team and helping team members scale up alongside improving individual performance.
This will encourage top performers to appreciate the importance of working and growing with the team