High performers are rare but powerful. They represent just 5% – 30% percent of the workforce, yet their contribution far outweighs their numbers (SHRM). The stakes are high: in complex roles, top performers can be up to 400% more productive than their peers (McKinsey). When even one leaves, organizations don’t just lose an employee, they lose momentum, knowledge, and disproportionate value.
While high performers bring many strengths, three traits consistently shape how they work and how leaders must manage them. Understanding these traits is key to retaining top talent and getting the best from them.
1. Compartmentalization: Leaving Distractions at the Door
High performers are disciplined about focus. They don’t let a difficult client call derail their next meeting, and they don’t carry personal stress into their professional performance. This ability to compartmentalize allows them to stay present and deliver consistently, even under pressure.
How to manage it:
- Respect boundaries: Model and encourage switching off after hours. Don’t reward “always on” behavior.
- Create closure points: End meetings and projects with clarity so employees can move forward cleanly.
- Provide safe outlets: Compartmentalization shouldn’t slide into suppression. One-on-ones, mentoring, and HR resources help surface issues before they grow.
2.Goal Orientation: Driving Toward Outcomes
High performers thrive on clarity and results. They set ambitious goals, hold themselves accountable, and measure success by outcomes rather than activity. Without stable priorities, though, their drive can quickly turn into frustration.
How to manage it:
- Clarify priorities: Use OKRs or SMART goals to make direction visible and measurable.
- Coach, don’t micromanage: Focus on removing barriers rather than dictating every step.
- Give autonomy: Trust them to determine how to achieve outcomes once goals are clear.
3. Adaptive Performance: Thriving in Change
High performers excel not just when plans hold, but when they change. They adapt quickly, learn on the move, and maintain high performance in uncertain environments. This adaptability is increasingly essential as organizations face constant disruption.
How to manage it:
- Offer stretch assignments: Cross-functional projects or new challenges help them grow and stay engaged.
- Support transitions: Provide resources, mentoring, and fast feedback during pivots.
- Recognize flexibility: Reward adaptability as much as final outcomes.
Why It Matters for Leaders and HR
High performers are multipliers. Managed well, they set the pace for entire teams and fuel innovation. Managed poorly, they burn out, disengage, or leave – taking disproportionate value with them. By respecting boundaries, clarifying goals, and supporting adaptability, leaders can create an environment where high performers don’t just succeed individually but elevate the organization as a whole.
Want to identify, coach, and reward your high performers more effectively? emPerform is a standalone performance management platform designed to give HR and leaders the clarity, tools, and insights needed to develop top talent. From tracking goals to delivering feedback and recognition, emPerform makes it simple to support and retain the employees who matter most.
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