emPerform Valentine's Day

Performance reviews haven’t always been too lovable but… with emPerform‘s award-winning employee performance management software, it’s impossible NOT to fall head over heels for:

A little love now means loads of benefits later.

  • save time and eliminate the paper-mess with automated reviews
  • streamline talent management initiatives across all departments
  • align company goals with employee objectives
  • engage managers & employees in performance dialogue year-round
  • establish an effective pay for performance culture

Learn more about emPerform’s award-winning performance management software by watching our 4 minute tour video or requesting a live demo and fall in love with emPerform.





emPerform wins Bronze in Brandon Hall Group’s Excellent in Technology Awards


We are proud to announce that emPerform platform has once again won a coveted Brandon Hall Group Bronze award for Best Advance in Performance Management Technology. The win was announced on December 7, 2023 and was awarded for emPerform’s newest Enterprise Goal Management functionality.

The 2023 Brandon Hall Group Excellence in Awards™ are given for work in Learning and Development, Talent Management, Talent Acquisition, Human Resources, Sales Enablement, Future of Work, and Education Technology. The awards recognize the best organizations that have successfully developed and deployed programs, strategies, modalities, processes, systems, and tools that have achieved measurable results – and we are thrilled to be a part of this distinguished group.

Entries were evaluated by a panel of veteran, independent senior industry experts, Brandon Hall Group analysts, and executives based upon these criteria: fit the need, program design, functionality, innovation, and overall measurable benefits.

“In our 30th year, the Excellence in Technology Awards continue to showcase the best innovations in learning, talent management, talent acquisition, HR, workforce management, and sales enablement technologies. We are proud to receive applications from a diverse range of organizations globally, reflecting the ever-evolving landscape of technology solutions” said Brandon Hall Group Chief Operating Officer Rachel Cooke, leader of the Excellence Awards program.

We are honored by this recognition from Brandon Hall group. For the last twenty years, emPerform has been committed to providing the most usable, innovative, and scalable standalone performance management platform to HR leaders in small and medium-sized organizations, and this recognition validates the strides we have made.

We thank the Brandon Hall Group panels and committees for their time and consideration and congratulate all other award winners!

Get started with emPerform

About Brandon Hall Group™

Brandon Hall Group is the only professional development company that offers data, research, insights, and certification to Learning and Talent executives and organizations. The best minds in Human Capital Management (HCM) choose Brandon Hall Group to help them create future-proof employee development plans for the new era. For over 30 years, Brandon Hall Group has empowered, recognized, and certified excellence in organizations worldwide, influencing the development of over 10 million employees and executives. Our HCM Excellence Awards program was the first to recognize organizations for learning and talent and is the gold standard, known as the “Academy Awards of Human Capital Management.”


So, you’ve been asked to complete a self-assessment – what next?

Your self-assessment (or self-review, self-evaluation, or whatever you or your organization calls them) isn’t meant as a cryptic form of torture, it is actually an important and necessary tool for your professional development.

Your self-assessment is an opportunity to dedicate time to reflect on your achievements and plan for ways to further develop your skills and career. They are also an important planning device, allowing you to work with your managers and the company to apply any learnings and opportunities to your role moving forward.

Self-assessments can also be a stressful time for employees. Reviews aren’t a particularly popular task, particularly if your relationship with your manager is rocky or if you feel insecure in your job. Also, if you’re facing deadlines or are in the middle of a heavy workload, it may be difficult to even find the time to complete this task. Some employees may not even understand the value of these tools.

But a self-evaluation doesn’t have to be dreaded! It can be a time to provide your employer with needed feedback as well as setting a roadmap for your future career growth. It can also lay the groundwork for you to achieve additional training or obtain other resources that you’ve been hoping for—but never found the right time to ask.

Overall, employees should absolutely take advantage of this time and below are some tips for ensuring you get the most from your self-assessment.


Tips for Preparing for Your Self-Assessment:

Your self-evaluation offers a chance to ask for support from the company, your manager, or team. Taking the time to reflect on your role, goals, and accomplishments is an important part of this process.

To prepare for your self-assessment, jot down your accomplishments during the time period of the evaluation. This is a process that can be ongoing throughout the year. Be specific in your approach and don’t be afraid to show how much you’ve contributed to the organization. Try listing your accomplishments by role, action, and result. For example:

  • List what role you played, whether it was in a team or as an individual.
  • Describe the action you took while in that role.
  • List the positive outcome, being specific with numbers or other metrics when possible.

Here’s an example to get you started:

Led a four-person team to create a new website design over two months. Successfully deployed the site which saw a 25% jump in traffic within the first six months.

Beyond listing what you accomplished, you should also look ahead to your future in the organization. Do you need additional training or resources that you’re not currently getting? If you don’t have a career map in place, this is a good opportunity to show your employer your personal and professional goals and chart a path to achieving them.

Set aside this time and look at it as a positive process, not a detriment to your current workload.

Tips for Writing Your Self-Assessment:

Don’t Be Afraid to Brag…

According to the Society for Human Resources Management (SHRM), employees should list their most significant accomplishments or contributions since the last year and be prepared to comment on how these were in alignment with their role, your goals, and company results. Employees should reflect on any new tasks or duties performed outside of their role, or any activities that you initiated that resulted in a positive impact in the organization.

Don’t be afraid to comment on what you are most proud of. Your manager might already be aware of many of the points you outline, but chances are, there are some things that didn’t register at that time, or that maybe they were out of the loop on. If you don’t bring your achievements into the light, who will? Be careful to prioritize and highlight the major points or you’ll risk making a laundry list of everything, which could dilute the significance of the more important items.

…But Also, Be Honest & Ask the Hard Questions

Many are tempted to use their self-assessment as a chance to put a marketing-like spin on their performance and contributions and focus on just the positive outcomes of the last review cycle. As mentioned above, you should highlight your milestones, achievements, and areas of their job and growth that they are proud of, but that has to be balanced with some honest reflection.

According to CIO Today, employees shouldn’t be afraid to ask themselves some hard questions. Taking a good look at your performance might reveal some shortcomings, but it will also allow you to grow and develop.

  • What could I have done better this year?
  • What are my strengths?
  • What are my weaknesses and how can I improve on them?
  • Where can I take personal initiative and become a stronger employee who contributes more next year?

Many employees are afraid to admit perceived “weaknesses” or “mistakes,” but why? Effective managers will already know where your performance gaps exist and, if anything, will commend you for having enough self-awareness and maturity to own up to them. At the end of the day, no one is perfect. Every employee in your company has a list of mistakes and performance gaps, so don’t be afraid to admit them so you can get the help you need from your manager and company to develop.

Stay Positive

It is all too tempting to use your self-assessment as an outlet to express any and all dissatisfaction with your manager, your co-workers, your clients or the company, but resist the urge. According to Ford Myers, author of the book Get The Job You Want, Even When No One’s Hiring, you shouldn’t use your self-evaluation to bash your manager, your company, or its strategic direction, because this may come back to bite you later on, and it can also result in your being perceived as disgruntled. According to Myers, employee comments should be 90% positive and 10% critical where you can explain your own plan to grow and develop in specific areas over the next year. Do not add negative comments about your supervisor, peers, clients or the company, and instead focus on you.

Ask for Resources & Assistance

Road-mapping your value to the organization is a logical segue to a request for additional training or other support for you and your team. A self-evaluation gives you the time and space to document what you need and why you need it. This is not the time to complain that you’re not getting the help you need, instead, this is a time to logically lay out a business case for why you need assistance, training, or other resources to better do your job.

Include Feedback You Have Received From Others

 Self-assessments are about gathering examples and accounts of your strengths and opportunities for development. Part of this will most likely include input from other people besides your direct manager. It’s okay to mention and include feedback and examples of accolades you have received from others when writing your self-assessment. This might include feedback or emails from clients, kudos from your peers or other managers, or formal 360° multi-rater scores and/or comments that highlight your strengths and accomplishments.

Always Look Ahead

 Use your self-evaluation as a partial reflection of your good work but also as a way to continue to keep the dialogue open with your employer. Use this time to check in with your manager to ask important questions that will guide your work in the future, such as:

  • What do you anticipate our biggest priorities will be in six months?
  • Is my work on track, or is there anything I should change?
  • Is there a particular area for growth that you’d like me to work on?
  • How can I make your job easier?

Measuring your own performance doesn’t have to feel like you’re bragging. Instead, it can help you and your manager look ahead to your future with the company and chart a course toward upward mobility, improved skills, more responsibility, or whatever you hope to achieve.

Completing your self-assessment doesn’t have to be a dreaded chore. Set aside time to plan and complete your self-assessment properly, pull together examples and supporting feedback, focus on the positive and developmental, and always keep an eye on what’s next –  then, you’ll nail it. Not only that, but you’ll benefit from having a formal opportunity to reflect on your accomplishments and plan for further development to improve your role and career path.

Looking to save time & modernize your company’s performance reviews & self-assessments? We can help! Book your live demo of emPerform and see how companies just like yours are engaging talent, developing performance & drastically increasing the value of performance reviews.


For many organizations, year-end brings about formal performance evaluations and goal setting for the New Year. It’s a great time to reflect, give employees feedback and guidance, and for companies to ensure all teams are aligned for success. That being said, from our experience, HR tends to look forward to this time of year as much as they would a root canal, so we have put together some tips to help prepare and improve this vital business process.

Quick Tips for Tackling Year-End Performance Reviews

Communicate Performance Review Plans and Expectations

Leave enough time to properly communicate the review process and expectations to the organization. Plan emails and follow up communication as well as where/how any resources and appraisal material will be distributed, tracked, and collected.

Review & Adjust Review Forms and Processes

Review last year’s performance appraisal results to identify any trends that could be incorporated into this year’s forms or processes. Review any employee/manager feedback and make adjustments accordingly. If you are not convinced that your review forms or processes working for you, consider reviewing the content, measures, touchpoints, and review types that might be a better fit for your organization or groups within your company.

See below for some great resources on refreshing your company’s performance reviews:

Prepare Managers & Employees for Performance Conversations

Help managers to properly prepare for giving ratings and feedback to their direct reports. This isn’t always easy to do and HR is the perfect source for resources and support. Also, prepare employees for the important discussions they will be having with their employees and take the time to educate staff on the purpose and importance of these conversations.

See below for some of our favorite resources that can help:

Don’t lose steam

For HR, this time of year often filled with more than just performance reviews. With everything going on, don’t let chaos of appraisals take all of your steam. Use these great tips to prepare, communicate and support your organization through this critical process. Unexpected chaos will always ensue but there are ways to ensure hiccups are manageable and that HR avoids total burnout.

Space Things Out

If this time of year results in a lot of extra work with little perceived value, then it might be time to consider re-tooling your performance management process. The Gallup organization did some research and found that overall, 65% of employees say they want more feedback! The same research found that companies who implement a regular feedback program have 14.9% lower turnover rates and employees are twice as likely be engaged at work.

Instead of having just one year-end review, more organizations are opting to space out performance management tasks and conversations throughout the entire year. This way, employees know what is expected of them, managers are able to track and develop in real-time, and no one is left scrambling at the end of the year to recall forgotten opportunities that have passed.

See how to implement a more continuous employee performance management process in your organization.


Tackle Performance Reviews with emPerform – Easy, Complete & Flexible Performance Management Software

If you would like help tackling appraisal season with award-winning automation, best-practice appraisal forms, easy goal management and ongoing feedback, contact us or explore emPerform’s full suite of performance management functionality.

Spooky Manager Types & What HR Can Do to Help: Free Halloween-eBook Available.

Your organization relies heavily on skilled and effective management to build and maintain a top-performing workforce. With so much riding on your company’s leaders, we think it’s time to take a minute to consider the different types of managers that might be lurking in your hallways and what improvements can be considered for each to ensure that your workforce is feeling treated rather than tricked.

Download the eBook here

No matter what types of managers are lurking in the halls of your organization, emPerform can help give you the tools needed to align, develop, reward and retain a world-class workforce, including vital functionality for helping all managers set and track effective goals, provide timely feedback to their team and engage in meaningful development planning. Book a live demo today.

Have a safe & Happy Halloween!



As HR technology continues to evolve, it’s becoming increasingly important for organizations to adopt data integration and single sign-on (SSO) solutions. These tools are critical in enabling seamless and efficient data management within HR teams and can help improve productivity, reduce errors, and enhance the user experience for employees.

At emPerform, we understand these challenges and offer secure and affordable options for data integration and SSO. With our data integration options, you can eliminate the need for manual data entry and ensure that data is up-to-date and accurate. Our SSO options provide convenience and user-friendliness, enabling employees to access performance reviews and check-ins using their existing logins.

Here are the top 5 reasons why an emPerform integration will benefit your HR team:

1. Save time and work

By automating the data transfer process, emPerform eliminates the need for manual data entry, reducing the risk of human error and saving your HR team valuable time.

2. Gain trust and security

With a streamlined feed of the most up-to-date employee data, you can rest assured that information is always accurate and secure.

3. Boost accessibility

Enable SSO with emPerform, and your users can easily access performance reviews and check-ins using their existing login credentials.

4. Scale and grow

As your company changes and grows, so should your HR tools. emPerform’s data connectors and integrations allow you to scale as needed.

5. It’s easy

Worried that integrating with emPerform will be too much work? Don’t be. We handle everything for you, automatically pulling employee primary data from your existing HR system to streamline the flow of information.

No matter which core HRIS, ERP, or payroll system you use, emPerform’s data integration and SSO options have you covered. Integrating your HR systems with emPerform saves time and effort while improving data accuracy, accessibility, and security.

Align, Develop & Retain Top Talent with emPerform

emPerform includes the tools needed to identify and engage high-performing teams. With online reviews, year-round goal tracking, ongoing feedback, pulse surveys & complete merit & bonus management – you can create a performance program that drives engagement & results.

Book a demo

The annual performance review has long been a staple of performance management in the business world. However, in today’s rapidly evolving workplace, providing employees with the feedback and support they need to improve and grow is no longer enough. In the latest Voices of HR podcast, “Why Annual Reviews Are Not Enough,” our expert, John Smith, explores the limitations of annual performance reviews and offers insights on how to make the evaluation process more effective. 

There are many reasons why annual performance reviews fall short in today’s workplace. Smith notes that these reviews are often seen as a “check-the-box” exercise, lack constructive feedback, and fail to provide employees with the ongoing support they need to improve their performance. As annual reviews are often too far apart to provide timely feedback, employees are left with outdated information that is of little use in enhancing their performance.  

To overcome these limitations, organizations are encouraged to adopt a more iterative approach to performance management. This involves providing employees with ongoing feedback and coaching rather than waiting for an annual review. By providing regular feedback, managers can help employees identify areas where they need to improve and provide support and guidance to help them achieve their goals.  

Recent studies have also shown that employees want to be more involved in their evaluation process. Giving employees a voice in their evaluation makes them more likely to be engaged in the process and take ownership of their development. This can be done by setting clear goals and objectives and involving them in regular check-ins and feedback sessions. By leveraging technology, organizations can ensure a more data-driven and objective approach to performance management, which can help to reduce bias and improve overall fairness across the organization. 

Creating a culture of continuous performance management requires a shift in mindset from both managers and employees. It involves creating a safe and open environment for feedback and coaching, where employees feel comfortable sharing their challenges and receiving constructive input to improve. By implementing a continuous performance management strategy supported by technology and a culture of open communication, organizations can help drive employee growth and development, improve organizational agility, and ultimately achieve better business outcomes. 

This podcast offers a thought-provoking perspective on why annual reviews are insufficient and why a more continuous approach to performance management is essential is a wake-up call for organizations. By adopting a culture of continuous performance management, organizations can support their employees’ growth and development, leading to increased engagement, job satisfaction, and organizational performance.  

Stream now! This podcast is now available from:

Apple Podcasts

Thank you to  HRMorning: Powered by SuccessFuel and Berta Aldrich for welcoming emPerform’s John Smith to present in your Voices of HR podcast!


Align, Develop & Retain Top Talent with emPerform 

emPerform includes the tools needed to identify and engage high-performing teams. With online reviews, year-round goal tracking, ongoing feedback, pulse surveys & complete merit & bonus management – you can create a performance program that drives engagement & results.  

Book a demo 


Upward Feedback – Why You Shouldn’t Leave it to ChanceThere are times when managers don’t have the most accurate view of how their actions (both good and not so good) and styles are perceived and received by their reports. One of the best ways to reduce that gap is by soliciting upward feedback as part of your organization’s performance management process.

Upward feedback can be sweet and sour though. Its value in terms of promoting a culture of ongoing performance dialogue and continuous improvement can be as rewarding as a pot of gold at the end of your talent management rainbow; however, the intimidation that employees feel when giving feedback to their supervisors along with the thorny reality managers might feel when receiving it, can send everyone running for the hills to avoid it. There are likely some employees already engaging in this type of feedback directly with their supervisors but we don’t recommend leaving it to chance – help ease the delivery and reception of this valuable tool as well as encourage it. What can HR do to help?

Did someone say anonymous? That’s right, we suggest starting off with anonymous upward 360° feedback. No names, just feedback. Supervisors still benefit from learning how their reports see them, and employees have a bit of cushion when giving because their name won’t be stamped to it.

But beyond the anonymity of upward feedback, there is a right time, place and manner that both managers and employees should be aware of.

Here are some tips for giving and getting upward feedback:

Employees: Ways to Give Effective Upward Feedback

1. Wait to Be Invited. Or should you? Even if the boss doesn’t ask for that feedback or HR doesn’t solicit it, employees can make the suggestion – the Harvard Business Review suggests asking whether a supervisor would like periodic feedback during a new project. This might open the door to ongoing upward feedback or if anything, sets the stage so feedback can be shared.

2. Limit Suggestions to Your Own Opinions. Do not assume that feedback you give, even anonymously, represents the opinions of the larger group of employee and be careful not to frame your feedback in a way that suggests it. Also, limit your suggestions to work-related issues. Do not make it personal.

3. Keep it Real: Some employees might take this opportunity to shoot out any and every little thing that irks them about their supervisor. Keep any feedback restricted to observable work-related instances and remove emotions as much as possible. The point of upward feedback isn’t to make the supervisor feel bad, it’s to provide examples of how their behavior either positively or negatively affects performance or results so that positive changes can be made or good things can be maintained. If your supervisor smells like bananas every day and that bothers you, but doesn’t really affect how you work, maybe think a little about it before noting it as feedback.

4. Frame your Feedback Effectively: Giving feedback is step 1 towards improving how your manager interacts with you. Exacting change with suggestions takes it to the next level! We suggest framing any feedback in a way that focuses on solutions by sharing the action or example in question, the result and then offering a solution; for instance:

Action –> Result –> Solution   

When you_________, it __________.  Going forward, I would recommend _________.

Framing feedback in such a way expresses the nature of the feedback with examples but it goes a step further by giving supervisors a little help with the ‘how’.

When you change your mind at the last minute with design projects, it causes me to rework the files and lose time on other projects. Going forward, I would recommend  taking more time to review the draft before confirming.”

5. Don’t Forget the Good! You might be tempted to focus on just the negative actions and behaviors but don’t forget to share your thoughts on what your supervisor does that HELPS you perform better. They might not know and you want to make sure to reinforce their good qualities too.

Supervisors: How to Receive Upward Feedback

1. Review Feedback Outside of the Office.  If you review employee feedback in your office with the door closed and all of your subordinates outside the door, it could create distractions, tension in the office and worry amongst your personnel, which can harm productivity. Take it home when you have a chance to grab a coffee and review in detail, far away from the sources.

2. Don’t Take it Personally. Leaders have it rough. You are constantly making decisions and judgements to advance the outcome of your particular unit or team, all while trying to make a nurturing atmosphere for your staff. These colliding priorities leave managers in a tough spot and there is bound to be some less than ideal feedback. Don’t take it personally. Use your business maturity to reflect on the feedback and detect trends to find areas where you can feasibly improve. Remember that unlike you, most employees have not been given formal training for giving feedback and thus you will likely have some very raw information to absorb.

3. Don’t Hold it Against Anyone. You might recognize the source of the feedback from the examples used or tone of writing. Don’t hold the feedback against any employee. They are sharing their thoughts and no matter how ‘right’ or ‘wrong’ you feel they are, you won’t do anyone any favors by looming it over their heads and creating a whole new problem.

4. Agreement is Optional. Here’s the thing…if you get some feedback that you don’t agree with and can support with facts, then you aren’t obligated to act on the feedback. We only ask that you keep an open mind and remain honest about your own performance before making that call. Remember, just because you don’t agree, doesn’t mean that your team’s performance isn’t suffering because of it.

5. Use It. Use the feedback as an opportunity to grow. Just because you might not agree with some of it, if it is a trend among your team then it’s your duty as a leader to adjust your ways to ensure your team is operating at optimal capacity.  Just as you would continue on with anything you realize you are doing well, you are expected to change your approach to anything you might be less effective at.

6. Ask for more! If you are looking to create a culture where your feedback is received on an ongoing basis, then we recommend that managers ask for it in the same frequency. Waiting for formal upward feedback only tells your team that they can’t come to you if they have a burning issue. Find ways to encourage a performance dialogue with your team and you will be rewarded with much less shock and processing when formal feedback is solicited and you will see the results much sooner.

Making it easy with technology. If you’re looking for a way to implement upward feedback as part of your talent management processes, consider emPerform, which offers the opportunity to launch anonymous surveys and/or 360°reviews with the click of a button and encourage year-round feedback and performance dialogue between managers and employees.


Companies can sometimes focus so much on hiring and identifying top talent, that they often neglect to focus on keeping them happy. It’s estimated that up to $190 billion a year is spent treating physical and mental burnout in employees. A 2017 study of 614 HR leaders also indicated that 20-50% percent of employee turnover is due to burnout. When top employees burnout, they either stop performing or leave the organization altogether. Though burnout is possible with any employee, it’s more likely for top performers — and top performers have a lot of other options.

Employee burnout is often an issue with the company rather than the employee and can be the result of job demands, role conflict, job ambiguity, lack of resources or involvement in decision-making, unrealistic expectations, inadequate support, or a combination of some or all of the above. Pay, benefits, and recognition alone may not be enough to prevent or mitigate burnout, regardless of personality type. No matter why, employee burnout can cause irreversible damage to your star employees and their teams. In order to keep your top talent happy, healthy, and engaged, companies need to not only invest the time and resources into preventing burnout, but should also be able to recognize burnout before it takes a toll.

Here are six ways to keep your star employees from burning out.

1. Avoid Excessive Meetings and Communication

Modern organizations put a premium on collaboration and communication. Unfortunately, this type of communication culture can eventually take on a life of its own. When collaboration becomes excessive, it begins to interfere with the daily operations of a business and its employees. Frustrated employees may find themselves shuffled from meeting to meeting, unable to focus on their work. Constant emails, instant messages, voice mails, and conference calls take up emotional energy and mental space, eventually leaving nothing left to accomplish anything concrete. It’s estimated that $37 billion is wasted every year on unnecessary meetings.

Organizations need to pare down to the business processes that are truly necessary, adopting agile business processes and establishing a new culture of communication while coaching and prioritizing the organization’s end goals. In client-facing organizations where customers drive meetings, employees should have the freedom to cap daily meeting time or be given the support to push client meetings if needed.

2. Don’t Keep Pushing Work Down

It’s easier for star employees to burnout because they are often over-burdened. As employers begin to rely on their employees more, it becomes easier for them to assign additional tasks without thinking about it. Over-achieving employees may easily take on more than is healthy out of a need to keep themselves busy and prove themselves to the organization. For a time, this can work, but it’s ultimately unsustainable.

Managers must be conscientious about the amount of work they’re assigning and must always be on the lookout for signs that employees may be over-burdened and losing their productivity. Regular employee check-ins and formal goal and progress tracking can significantly help managers identify if their stars are dimming. It is important to challenge star talent, but there is a fine line between challenging and deflating so companies should be aware and alert.

3. Analyze Employee Productivity

Through advanced data analytics and time management, businesses can track exactly what employees are doing with their time. For top performers, this can be an important way to identify whether employees are spending too much time on administrative tasks or non-revenue generating activities. It isn’t just collaboration and communication that can destroy an employee’s time. Having to deal with inefficient systems, going through bureaucratic red tape and other day-to-day complexities may also make it difficult for employees to accomplish anything. The best, highest-level employees are often frustrated and “burned out” when they find they can’t get anything done, even with the amount of work that they’re putting in. Make sure your employees not only have what they need to thrive, but proper business systems and processes are in place to ensure your workforce isn’t spending their time on non-productive, administrative work.

4. Give Them a Voice

Checking in with your star employees and asking them what their current frustrations are is one of the best ways to prevent or manage burnout. Employees become fatigued when they feel they aren’t in control of their lives; when they feel disconnected from their employers – as if they have no power to change their situation. Leaders should encourage informal check-ins and welcome open-door conversations to allow employees to communicate and share. Furthermore, leaders should be prepared to listen and respond with solutions. It is one thing to listen and another to consider.

Connecting with employees on a regular basis and conducting a review and assessment of their work is often the fastest and most direct way to find out what employees are currently dealing with. After all, employees understand their own needs better than anyone. Make one-on-ones a regular part of your employee performance management process.

5. Encourage Personal Time & Socializing

During particularly busy times or stressful projects, morale can quickly decline, especially if an employee doesn’t see the light at the end of the tunnel. Star employees need rest and mental breaks in order to ensure they are fully charged at work. Companies should encourage employees to take vacation and monitor vacation days regularly to ensure they are in fact making use of that valuable time away. If personal days are permitted, employees should know they have the company’s support to make use of them without feeling judged. Overall, it is about letting your first line know that they are free to take time as needed to recoup and recharge. Most high-performing employees won’t let this interfere with projects or tasks and the organization will actually benefit from it.

Even a moderate amount of socializing is shown to foster team bonding and create a culture of support and teamwork. For star employees, this becomes even more vital as their overachieving natures can sometimes separate them from their peers. This doesn’t mean employees should be allowed to chat all day in lieu of meeting deadlines, but it does mean that social lunches and breaks with coworkers should not only be encouraged but seen by management as healthy. If managers notice their top talent distancing themselves from peers or social activities, it’s a signal to check-in to make sure the employee isn’t getting disheartened or burned out.

6. Leave Ambiguity at the Door

Top-performing employees are more likely to take on or inherit additional tasks, projects, and even roles over time, likely resulting in a lot of grey areas and ambiguity in their day-to-day jobs. This can sometimes lead to confusion and stress. If an employee is not clear about what is expected of them, or what elements of their role there are accountable for or should lead, this could lead to undue anxiety, frustration, and burnout. Ensure even your A-team is given well-defined roles and actionable goals and are able to communicate to their own supervisors if there is any peripheral noise that is causing confusion. The good thing about superstar employees is that they are likely to go the extra mile, but companies should ensure this is well defined.

By managing employee burnout, you can retain your star employees, improving the overall quality of your staff. Employees will be happier, healthier, and more productive on the whole, and you can avoid a significant amount of employee churn and training. As the Pareto principle states, 80 percent of work is likely done by about 20 percent of your staff. Keeping these high-level staff members through preventing employee burnout is therefore incredibly important! Keep your stars shining bright!

Learn more and book your demo