It’s an old adage among hiring managers that people don’t quit their jobs or their companies; they quit their managers. High-performing workers need to be engaged, challenged and appreciated. When they’re not, the slow-but-steady process of disengagement, and eventual departure, sets in.
One long-time employment expert refers to that syndrome as “brownout,” as opposed to “burnout,” because it’s a longer, smoldering process.
The author of the blog posted on LinkedIn offers managers some handy tips to prevent brownout among your workplace stars:
- Don’t treat all your employees equally. High performers need higher levels of recognition.
- Don’t tolerate poor performance. The weakest links will drag your good people down with them.
- Recognize individual accomplishment. Early and often, as that is how top performers tend to work. Find out from them what type of recognition means the most to them.
- Cultivate a relationship with your people. Be professional, but also be a human being, and reach out on a personal level to your staffers when they need the support.
- Let your people pursue their passions at work, and let them have fun.
Smart managers will take a page or two out of Google’s playbook. Your talented workers also tend to be passionate, so let them explore that in a work context. Corporate stars work hard, and need to take breaks to play. Whether it’s an on-site gym, a catered meal or a coffee bar–if your high performers don’t enjoy life at your firm, they’ll find one where they do.