Don’t Reward Your High Performers

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It’s common that you as a team leader or business owner will actively seek out a way to give your team a reason to always try their hardest. However when you have that one individual that really shines and shows their worth you will become tempted by the thought of rewarding them with the one thing that may or may not backfire on you.

The promotion to a manager or leader.

This could be potentially hazardous for this individual, why? Because they could be a selfish person but not in a bad way just in a way that involves them wanting to use their own time effectively. Some high performers like to deal with their own problems in their own ways, not listen to problems and think of the solution.

Some people are just born to be on the front line, even when they get into business ownership many will give the CEO tasks to someone else and they themselves will go down and get stuck in with all of the work. This is common and it’s a great trait to have, many high performers will enjoy being at the top of their game and when they get taken out of it it will cause another problem of having to re-educate in the new field.

It’s important for you to determine how likely they are going to enjoy being in a new role that is in charge of other people, think of other incentives that will probably work better and pass it by them about a promotion.

A little subtle tactics will result in a change of pace for the top performer, if they step it up then chances are they would love it if they don’t or they go backwards then you know they won’t really like the idea.

Promotions are great but sometimes people enjoy what they do and if they are great at it; they won’t want to hand over the title to someone else. Choose incentives and rewards carefully to suit the candidate.

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