Guest Article - Beyond the Basics: How to Truly Support Your Top Talent
This issue we are pleased to get the thoughts of L&D and Talent Development Manager Ana Toroman.
In today’s ever-evolving business landscape in the MENA region, high-performing employees are the heartbeat of any organization. These exceptional individuals don’t just meet expectations; they create them, pushing the boundaries of innovation and productivity. To truly harness their potential, companies should really start to think beyond the basics: beyond the usual people motivating principles, beyond job descriptions, and should dig deeper into what makes these stars shine.
It is not as straightforward as you can already tell, but It’s not as simple as offering a paycheck; I would say that broadly it’s about two things: Creating an environment that nurtures high performers’ unique talents and addresses their specific needs.
Let’s dive into what high performers truly seek and how organizations can cultivate a thriving atmosphere for them to flourish:
Key Needs of High-Performing Employees
1. Recognition and Feedback
High performers are your team members that thrive on constructive feedback and acknowledgment. They do not only appreciate regular, structured performance reviews, they expect them to be focused on improvement rather than simple evaluation. Research shows that high performers are more likely to recommend their workplace based on the quality of the feedback they receive.
As they can be characterized as ambitious, high-performers tend to engage in projects out of their regular work related scope, therefore it is important to praise them both publicly and privately if they achieve some special rewards, complete a lengthy studying program or accomplish anything meaningful.
2. Access to resources
They might be coming up with more requests regarding the access to resources that help manage stress and workload, as well as opportunities for professional development. If you have high-performers in your team, try scheduling regular check-ins In order to identify stressors and provide necessary support, ensuring that these individuals remain engaged and committed.
3. Autonomy
When it comes to managing your high performers, most HR professionals would agree that autonomy is vital for them, as they prefer to take ownership of their tasks. Managers should avoid micromanaging, instead empowering employees to make decisions and explore innovative solutions. This approach not only enhances morale but also boosts productivity and trust between two parties.
4. Career Growth Opportunities
High-performing employees seek career advancement and are keeping up with the trends and best practices when developing their skills, which subsequently is keeping them on top of their game.
Interestingly, the Middle East top talent seems to have two more specific needs, to be added to the above-mentioned ones. The studies that I came across indicate that high-performing employees in our region also prioritize work-life balance and cultural respect in their workplaces. ( One of such studies: CIPD Workforce Insights (2023): ) Organizations that manage to adapt their management styles to accommodate these cultural nuances can significantly enhance employee satisfaction.
Fostering an inclusive environment that respects diverse backgrounds is also what can lead to higher retention rates among top talent in our region.
"To win in the marketplace, you must first win in the workplace."
I believe that this insightful quote by Douglas Conant, leadership expert, perfectly summarizes the idea that fostering a supportive and engaging environment for employees, not just the top talent, is essential for achieving broader organizational success.
Guest Author Insight
Ana Toroman is a collaborative HR professional with 15 years of experience in HR, teaching, and consulting roles within multinational teams across Europe, the Middle East, and China, currently serving as L&D and Talent Development Assist. Manager at NAS Neuron Health Services.
