Very helpful article, with a lot of wise suggestions. But I still have a doubt: in my experience, people who are awarded with responsabilities and trust are happy in the beginning, but start to feel exploited after a while. In short, they think they are not paid back enough for what they do, and this bring them back to asking for promotion and money - even more then before. What do you think?
This isn’t just about what to do for a top performer when you can’t offer a promotion. This is Leadership 101: how to treat every employee. Everyone is driven by something different. Some prioritize money, others value visibility, growth, or expertise. The most effective thing a leader can do is figure out what individually motivates each person. That’s how you actually support and get the best out of your team.
This is such a great article. It really highlights the importance of having leaders who lead and note shrink away from their responsibility. In doing that they are able retain and engage their top performers and embody true leadership.
I especially like the questions "If money and titles were off the table, what would make your work most satisfying?” It really gets to the core of what is meaningful to the individual.
“What parts of your work make you lose track of time?” SUCH A GREAT QUESTION! Invites reflection on the employee and creates an open-ended discussion for the supervisor. Really enjoyed this read, thanks Claire!
Very helpful article, with a lot of wise suggestions. But I still have a doubt: in my experience, people who are awarded with responsabilities and trust are happy in the beginning, but start to feel exploited after a while. In short, they think they are not paid back enough for what they do, and this bring them back to asking for promotion and money - even more then before. What do you think?
This isn’t just about what to do for a top performer when you can’t offer a promotion. This is Leadership 101: how to treat every employee. Everyone is driven by something different. Some prioritize money, others value visibility, growth, or expertise. The most effective thing a leader can do is figure out what individually motivates each person. That’s how you actually support and get the best out of your team.
This is such a great article. It really highlights the importance of having leaders who lead and note shrink away from their responsibility. In doing that they are able retain and engage their top performers and embody true leadership.
I especially like the questions "If money and titles were off the table, what would make your work most satisfying?” It really gets to the core of what is meaningful to the individual.
Thanks for sharing this
“What parts of your work make you lose track of time?” SUCH A GREAT QUESTION! Invites reflection on the employee and creates an open-ended discussion for the supervisor. Really enjoyed this read, thanks Claire!