Managing High-Performance Employees: Challenges A boss's dream is to have a supremely talented employee on his or her team. It can, however, be a genuine hardship. As a manager, you've probably received a lot of advice on how to attract high-performing people, push them to achieve more, and coach your less productive colleagues to get them back on track. A group of top performers, on the other hand, has its own set of obstacles. Here are five issues you might face with your high-performing staff. 1. They know they're valuable A high performer is a valuable asset to any organization - unfortunately for you, they know that as well as you do! Your high performer is likely to have a plan for their career and an eye for the next step. 2. They may be motivated by different things The challenge of inspiring or motivating high performing employees is knowing how to influence them to work smarter and to ensure they are satisfied with their job. For example, the high performer may want to work remotely. They've proven themselves to be productive members of the team which means they want more flexibility. They want to dictate their hours so long as they keep producing the results. You have a lot of factors to consider, including how this will affect other members of the team. 3. They can get bored easily if not challenged Some employees will be happy to clock in and out every day, work productively and deliver on what they are told to. These employees are no doubt valuable to the team, but they differ from high performers. High performers want to drive their own initiatives, manage their own time, and deliver above expectations. 4. It's harder to incentivize performance Performance incentives are often used by organizations to encourage top performance and desired behaviors. But if you have an employee who consistently exceeds performance targets, it becomes difficult to continually reward that achievement. You may become accustomed to the employee's high performance and cease to see it as worthy of recognition, but they certainly won't. Or perhaps your employee finds it easy to meet and achieve targets without expending unusual effort - in that case, is a bonus or other incentive even appropriate? And if you do reward the high performer every time they bust through a target, how will other staff react? These difficulties can result in the deterioration of employee engagement - whether that's the high performer in question, or the disgruntled peer who believes to be seeing favoritism in action. 5. They're resistant to feedback A star performer who knows that they're more valuable or productive than their colleagues may find it hard to hear negative feedback, even if it's constructive. If their work is slipping BSMH 3053 EMPLOYEE PERFORMANCE MANAGEMENT in quality, they're missing deadlines or their attitude has become unfavorable, approach the topic sensitively. 

Question:

 What do you think? Managing star performers is not always easy. What strategies have proven successful for you when managing high performers, or a   team of employees who produce varying results? Suggest FIVE (5) strategies in managing high performing employees.