I've worked for several companies that placed a great deal of emphasis on their top performers. I can tell you, under no uncertain terms, that top performers get the lions share of opportunity, limelight, recognition, and pay. Additionally, these top performers get all the access to resources that fills their toolkit keeping them in the top percentiles. This Washington Post article Employers Shrink Pay Raises, Focus Increases more on Top Performers, details what we've known to be happening for years, it is just compounded by current macroeconomic environment conditions.
What Separates top Performers from Average Performers?
In every case, there is an exception. Sometimes an employee excels when they join the right team or have the right supervisor. However, often times, there are fundamental differences between the individuals. The main differences are:
Attitude (Can do vs Must do)
Commitment (Strive for excellence vs. Strive for completion)
Vision (Tomorrow vs. Today)
Responsibility (It's me vs. It's them)
Tell us What You Think
Sound off below in the comments section. As a manager, do you know how to split your time between the average performer and the top performer? What can be done to move from good to great? What are you going to do to secure the top performer position?
The author, Diahann Boock, is the founder of Women's Ally. For information about working with Diahann, check out our Programs.
