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Monica Wofford, CSP, is a professional speaker and CEO of Contagious Companies, a training firm devoted to developing leaders to produce greater professional and personal results.

How you communicate with high performing employees will impact their results. What have you said to them lately?

Whether you view this Monday Moment with Monica as helpful will depend on the value you place on the opinions of your high performing employees. Once you’ve identified those high performers, as we’ve discussed in the past month of posts, listen to what they say. In fact, there are things they wish you’d say and ways in which they wish leaders would improve communication in the workplace that ought to get your attention. Even if they’re not saying it out loud, here are some of things you want to listen for or simply adjust.

Help us to develop a stronger TEAM!

BIE Blog from the UK cites a survey of 2,000 UK employees in which 50% said their organization doesn’t help them develop good team working skills.

Tell us We’re Good!

The Great Leadership blog shared that “As managers, we often take our high performers for granted. Again, we assume they know they are good – and don’t need to be told. In fact, a lot of managers seem to feel it’s their job to keep their high performers humble and grounded – “so they don’t get too full of themselves” – and end up being overly critical and stingy with the praise.”

Ask for Our Input!

This goes along with the 4th step of Contagious Leadership: Ask for Help from Those You Lead. High performers see all the problems and barriers because they bump into them every day. Ask for their input and incorporate them into your strategy.

Let us Help You With that Strategy

Because they DO bump into the barriers daily, once you’ve learned how to identify high performers, use them as a pivotal and valuable resource in helping to identify your strategy to move ahead.

Quit Asking Us to Improve Employee Performance of Those Who Don’t Get it

Ouch! But true. Often companies will place high performers they have identified as super stars, in the position of mentor or role model for those who simply don’t have that much interest. Worse yet, they promote the super stars to management over those who haven’t proven their potential. This not only frustrates your super stars but can reduce your numbers in a hurry. Those who do well on their own, and produce more results than a team of folks with average employee performance, are likely best left to continue in their current direction.

Are you communicating the right things to your high performing team members and employees? Actually, its not usually a matter of right or wrong, but more a matter of how do you improve your communication skills in the workplace and particularly with those high performers so that they continue to succeed?

I’m Monica Wofford and that’s your Monday Moment. Have a great week, an even better Monday, and of course, stay contagious!

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