Some of these programs are used to offer an annual incentive to these employees or targeted positions and special assignments. However, these are not always successful in retaining this kind of talent. They may work on average employees who may decide to stick with the company for a longer period.
According to a recent survey by the Corporate Executive Board, every one in three high achievers at a company felt disconnected from the company. Not only that, more than 12% of the top talent at these companies were found to be actively hunting for a new job at another company. This means the most promising talent needs their due attention. Otherwise, they would simply leave for better opportunities.
A major mistake most companies make is making an assumption that their top talent is already engaged. Research claims that one in four young high achievers at companies are always looking out for potential positions at other companies, one in three of these employees also admit to not putting in a 100% into their job, and a majority of these employees also feel disconnected with their company.
This mainly happens when employees have high expectations and there are a large number of alternatives in the market. High achievers would always set a high point for themselves at a company, keeping expectations highly unreal. They expect recognition, promotions, incentives, and other rewards when they put in all their effort into the job. When your company goes through the struggling phases, these rising stars are likely to feel disappointed.
Promising high achievers with future entitlements for their contribution in the current job could lead to several problems. In a sense, you are promising these employees that their high performance promises to have a high potential in the future which may not hold for all of these young employees.
Research has proven that over 70% of the top performers at a company lack what it takes to take up a higher role in the future. Companies end up spending a large chunk of their investments in such employees which don’t turn out to be potentially valuable. You miss out on those who might have turned into top performers because you didn’t care to focus on them.