Dealing with the high performer who is not meeting objectives
Featured in the Managing the Poor Performer training manual
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Category: Performance Management
Credit price: 3 download credits (Single user)
Dealing with the high performer who fails to meet objectives is always difficult because the reasons for it often lie with the individual’s manager. High performers easily suffer from the boredom that comes from having objectives that seem not worthy of their talents, and the way forward for the manager is to focus the individual on an area of responsibility and set targets that are challenging and closely monitored. This can be difficult, because giving responsibility early is risky and any monitoring may be seen as criticism. High performers start out with a very high level of energy and an equally high level of commitment to the organisation – like the young graduates who enter the firm with high expectations and tremendous intellectual and physical energy and want to change everything now! However, their lack of experience of the world of your business means they need a focus. The same applies to high performers who have been in the business for some time: they see all around them things that could be done better, things that could be changed, and, without focusing, they can defray their efforts in ways that not only fail to meet their own objectives but get in the way of other people meeting theirs.
The training activity opens by placing the focus on the new high-flyer for whom work is not living up to expectation. The processes the participants will consider are just as applicable to the long-serving high-flyer whose performance has taken a turn for the worse. Groups of participants examine different aspects of the expectations of the high-flying poor performer and the organisation. This leads into a group discussion around a process for preventing the high-flyer becoming a poor performer, a process as applicable after a performance downturn as it is before. The training activity closes with attention being drawn to the two main points: ‘prevention is better than cure’; and the importance of focus and involvement.
Who is it for: This training resource is intended for use by trainers to provide participants with the ‘high-flyer development process’ which will ensure both involvement in high-level activity as well as commitment to low-level tasks.
| Resource Type: | Activity |
| Min Group Size: | 4 |
| Max Group Size: | 20 |
| Typical Duration: | 01:30:00 |
| No of Pages: | 14 |
Resources: View standard resources for Fenman training activities
Purpose: This training resource is intended for use by trainers on managing the poor performer programmes, basic management courses, and induction courses for newcomers.
Download the training activity, Dealing with the high performer who is not meeting objectives as featured in the Fenman training manual; Managing the Poor Performer