The process of developing and retaining a high performing team is one that require time and resources. As an employer you cannot tell at the point of interview or by looking at a person’s curriculum vitae if the person is a high performer or the person just has a well-tailored resume or is just very good at answering interview questions. It is therefore important to put structures in place that would help develop the

high performers have the following characteristics: –

  • Strong commitment and loyalty to the job/organization
  • Co-operative and supportive
  • Communicates clearly and effectively
  • Meets deadlines
  • Addresses disagreements constructively
  • Contributes specialist skills willingly
  • Can gain respect & enhance group’s reputation
  • They want the team to achieve its goals within the time frame given
  • Understands his/her role and responsibilities
  • Has a good sense of humor
  •  Open and frank during communications
  •  Possesses Self-esteem
  •  Creative and innovative[1]

Retaining a High Performing Team

  • Take Time to Understand your team members – it is important to understand why they have chosen to work with your organization and why they choose to stay working there. Address and resolve issues/conflicts before they begin to nurse the thought of looking for an employment elsewhere
  •  Develop and Invest in them – it is important to put your employees through some sort of training from time to time whether it be internal or external programs, formal or informal. Training opportunities demonstrate your willingness to invest in the career growth of your employees and brings additional skills and expertise into the business as a result of their professional development.
  • Engage and Challenge them – Ensure the work they are doing is challenging and stretching the abilities of your high performers. Set targets to include measurable goals, which are meant to challenge them and encourage them to learn and take on additional responsibilities. Consider a job coach or mentor for high performers as a way to challenge them further and encourage leadership growth and development.
  • Build a Reward System – when you as an employer rewards an employee or a group of employees, it benefits everyone in the organization. This makes employees have increased morale, job satisfaction and involvement in organizational functions. As a result, employers experience greater efficiency and an increase in sales and productivity. Through workplace rewards and incentives, employers and workers enjoy a positive and productive work environment.
  • Employee Assistance – The purpose of these programs is to assist workers with their home responsibilities so they can remain focused on their jobs while they are at work e.g. day care/afterschool services
  • Always Conduct an Exit Interview – in the event that ant employee decides to leave it is important to conduct an exit interview. It important to have an open and honest communication to know the reason why the employee has decided to leave. This will help you to know what exactly you need to improve on or address.

There are different types of workplace rewards

  • Monetary – This is simply financial reward which profit sharing plans, paid holidays/vacation, bonuses which could be annually and cash awards. These will encourage friendly competition in the workplace between colleagues when attached to job performance.
  • Non-monetary – this reward is not financial which includes flexible work hours and training opportunities
  • Employee Recognition – this recognition rewards include verbal praise, award ceremonies and public announcements for a job well done. Workplace recognition rewards occur frequently such as at the end of the day, week or at the conclusion of the year.


The way you treat your employees determines to a large extent the way they handle your business.

[1] Gloria Ibeziako, steps to Recruiting and Retaining a High Performing Team, PDF File, April 2017