Do your high performers know they are valued?

Conversations to re-recruit high-performing employees.
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Re-recruit High Performers

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Every organization wants high performers. They’re the lifeblood of great organizations because they live the values of the organization and are committed to the success of the organization. They build a great work culture by showing other employees what high performance looks like. A recent study in Harvard Business Review cited that high performers can deliver 400% more productivity than the average employee. For all of these reasons, we rely on our high performers. And we worry that they might leave our organizations.

What can we do to better ensure that high performers “stick with us” and stay committed to our work and our organization? The answer can be summed up in one word – dialogue. Fifty percent of high performers say they expect at least a monthly sit down with their managers, but only 53% say their manager delivers on their feedback expectations. High performers want feedback. They want dialogue with you as their leader.

Conducting re-recruiting conversations with high performers is a key strategy for leaders to let high performers know they are valued.


Conversations to re-recruit high performers are intended to have the high performer leave the conversation feeling appreciated, rejuvenated, and with a renewed sense of purpose.

As leaders, we must engage our high performers and do all we can to recruit them to stay and reach even higher levels of performance. You recruited the high performer to join your organization, now make sure you do all you can to keep the employee. Plan and hold re-recruiting conversations with high performing employees.


Tell Your High Performers You Want Them to Stay

Retaining high-performers is absolutely key to the success of the organization. Top-performing employees drive the culture and achieve quality results. When conversing with these employees, try saying, “We want to make sure you are with us for a very long time. Is there anything that would cause you to think about leaving? Are you satisfied with your work here? Are you moving in the direction you want to go?”

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