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When Your High Performers Hit a Slump: How to Support Without Micromanaging
- High performers, like everyone else, experience periods of decreased performance.
- Factors like overwork, unclear priorities, external stressors, boredom, lack of challenge, lack of recognition and hidden barriers can contribute to a slump in performance.
- To help high performers get back on track, a collaborative approach is recommended, rather than relying on micromanagement or punishment.
- Starting with curiosity and engaging in one-on-one conversations about what’s going on can help managers get a better understanding of the underlying causes of the slump.
- Managers can help reframe the situation by reinvesting in clarity, addressing burnout head-on, reigniting their passion and clearing barriers together.
- To support your high performers requires a delicate balancing act of maintaining high expectations, whilst not putting too much pressure on them.
- By taking a collaborative approach, managers can help high performers get back on track, benefitting the team as a whole and reinforcing a positive working culture.
- Toxic micromanagement habits and make assumptions about a worker's intent – such as laziness or being disengaged – should also be avoided.
- Recognition and gratitude are also key components of supporting high performers, and managers should take time to remind them of their positive contributions.
- Good leadership is about more than just getting results, it’s about creating a culture in which people can thrive and do their best work.
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