Managing High/Low Performers

  Career Development   Leadership   New Practitioners   ProjectsAtWork  

When it comes to getting more from your individual team members, it is far more effective (and rewarding) to leverage strengths rather than focusing on weaknesses. But how do you identify people who have the potential to be higher performers in the future? And what about chronic low performers?

People who invest their money wisely spend more time focusing on the investments with the greatest chance of turning out to be winners. Do you do the same when managing the performance of your team members? If you are like most managers, sadly the answer is that you get caught up spending too much time with low performers who have a fair chance of being acceptable, but not stars.

What would happen if you dedicated more time to your team members who are acceptable performers yet exhibit clear signs of being high performers? The answer is that many of these acceptable performers will move into the ranks of high performers.

So, as a project leader, how do you identify the people you should focus on, and how can you make the most of your lower performers?

Be Selective About Who to Focus Upon

The first lesson is to carefully select who will be important for you to invest time, energy, and other resources in to developing their performance. This decision is incredibly important; if you choose a low performer, then your likely payoff will not be as great as if you had …

Please log in or sign up below to read the rest of the article.