Many hiring managers believe that employing a top performer will make an immediate impact on the business, without the need for an onboarding process or training and development programme. But, as with any new starter, high achievers must be supported throughout their career in order to perform at their best.
Without supplying adequate training and development, you may be hindering the productivity of your top talent, and when an employee feels they’re not working well, it’s detrimental to your organisation and to their own career satisfaction
Most people want a defined career path. This isn’t an unrealistic expectations from employees – so gone are the days of a ‘job for life’ mentality, meaning you should be working extra hard to develop and retain your top talent.
Being an employer of choice
Work on your employer branding in order to show candidates why they should work for you. If you’re an employer of choice, not only will people want to join you, they’ll also want to stay.
It’s important you’re clear about what the organisation and role offers during the interview process so candidates know exactly what to expect when they start.
What happens if your top talent wants to leave?
Market demand means that your top people are probably sought elsewhere and won’t be slow about exploring their options if you have either mis-sold your organisation or role suitability. New starters who don’t feel that they’re being developed, supported and valued may feel their talents are better used elsewhere.
How to retain top performers
The last thing you want is for your highest achieving employees to leave your organisation and work for your competitor. Putting in place a good retention strategy is just as important as your attraction methods. (link to infographic)
To hire top performers for your organisation, please get in touch with your local Michael Page office.