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Did you know that your high performer can deliver 400% more productivity than the average performer?
You've got a team of all-stars - your high performers. But here's the twist we know fully well: they might be eyeing the exit.
In this edition of the People-Led Newsletter, we bring to you a condensed and actionable version of the Employee Intelligence report we prepared for one of Asia’s leading food and agribusiness. The report details key employee insights implemented by the company’s HR leaders to retain top talent by engaging the high performers and activating silent employees!
…Report! Tell me more?
inFeedo’s People Scientists compiled top employee metrics like:
- Employee performance and ratings
- Exit sentiments
- Engagement scores
- Net Promoter Score
- Stakeholder experience (manager, team, work, organization culture).
These metrics were then studied in combinations, with their patterns and trends distilled. Finally, the Employee Intelligence report was created, just like an X-ray report of an organization’s employee retention health.
Wait! Why am I privy to this internal report?
It’s all legal and confidential. 😉
We’ve put in the hours so you don’t have to. Get ready to access your very own employee retention cheat sheet.
Read on, and make notes! 📝
1. The high performer paradox
Here's a wake-up call: only 4 out of your 10 top performers are highly engaged! Even more concerning, their Net Promoter Scores (NPS) are 4 points lower than the rest of your workforce. This data point is a red flag, signaling that your best might be feeling undervalued or overlooked. Employee retention starts with understanding their needs.
2. It’s trouble when your best people don't speak up
Alarmingly, 26% of high performers are keeping their feedback to themselves. Why? We see that your silent high performers might be convinced that no action will be taken around their feedback. This kind of silence can create dangerous blind spots for any organization. This silence is a retention killer.
3. Engagement vs. Performance: The unexpected twist
Now let’s talk about Gen X & Y folks, especially those with more than three years of experience in the organization, and lower in the hierarchy. Our research suggests that while they’re highly engaged, they’re not performing at their best.
High engagement scores do not necessarily warrant high performance. It suggests a comfort zone in the current ecosystem, a hesitancy to voice concerns, and potentially unmet training needs.
The ripple effect
Your high performers aren't just meeting their own goals; they're setting the bar higher for everyone in the organization. Embrace the 4-point action plan, and watch as the positive effects cascade through your organization.
The blueprint for a thriving, successful organization lies in listening, understanding, and then crafting an employee experience that speaks to the unique needs and aspirations of your workforce.
Ready to leverage learnings from this benchmark Employee Intelligence Report? Redefine employee surveys with inFeedo!
Take the next step
Engage your best folks with industry-approved data-validated strategies!
