3 Ways to Turn Average Employees Into Star Performers

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Have you ever felt frustrated by your employees’ performance, or lack thereof? Maybe you have a talented team of workers who aren’t meeting their potential, and as a result your company isn’t prospering as greatly as it could. As an employer, you want to professionally develop your personnel so that they can achieve great things. The good news is, a few simple tips can help you do just that.

Why Employee Development Is Important

Do you think that most companies sufficiently plan for the future? Many leaders would say no. Industry Week’s Jill Jusko says, “…better-performing firms apply…long-term thinking to people management. A report released in August by the Boston Consulting Group and the World Federation of People Management Associations stated that high-performing companies are twice as likely as low-performing companies to make future leadership planning an integral part of people planning.” Obviously, people planning, or employee development, is vital to the long-term success of a company.

3 Tips for Helping Ordinary Performers Become Top Achievers

Are you ready to take your workforce from good to great? If so, consider these 3 tips…

1. Encourage your employees – This may sound overly simple, but verbally encouraging your employees is the first step to developing top performers. Communicate to each individual whom you hope will someday assume a leadership role what you see in him or her. Ask your personnel if they are interested in working with you to develop their talents and skills. More than likely, they will be excited by your suggestion.

2. Expand each employee’s network – After you express to your chosen employees that you see their potential and would like to work with them to develop their leadership skills, begin expanding each worker’s professional network. In her article 6 Tips for Developing Your Employees, Jill Frank writes, “Having a solid network is imperative to the success of future leaders. A network is a great source of information, advice, support, and inspiration. Recommend opportunities within the organization, as well as networking or professional groups that will help (employees) build strong connections.”

3. Offer more training – Did you know that most employees want to be trained? In light of this, you might consider offering a specialized training program for those employees you have high hopes for. Remember that training does not have to be formal to be successful. In some cases, matching a worker up with a seasoned employee for mentoring may be sufficient.

Part of planning for your company’s future involves planning the development of team members who will one day be leaders. What employees in your workforce stand out as leadership material? Are you willing to invest time into training them for greatness?

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