How to Give High Performers Constructive Feedback

High performers are in the top 5%, which accounts for 25% of an organization’s output. While a high performer’s output is highly valued, it can be tricky for leaders to share constructive feedback when these employees already excel in many areas. So, what’s a leader like you to do? 

Involve Your Team in the Feedback Process 

Start with performance reviews where you can learn about high performers from their peers. Since they work with these individuals daily, they can offer more insight into how to shape constructive feedback that’s tailored to each individual. 

Example:  

“What do you like most about working with Stephen on projects? Are there any areas he can improve to be a stronger teammate?” 

Set a Positive Tone When Delivering Feedback 

High performers can often be their harshest critics, so delivering constructive feedback in an uplifting tone inspires them vs. discourages them. To show gratitude for employee growth, share praise for their achievements while highlighting room for improvement.  

Example:  

“Great job on submitting your annual report! The team is impressed with how you tied the data to the company’s mission and goals. To enhance your presentation, I recommend showing the data in charts, graphs, and infographics.” 

Put the Conversation in Focus 

When giving a performance review, align on where the employee is headed and their motivations. This gives high performers on your team awareness of what helps them succeed and how to best align their motivations with the company’s. 

Example:  

“What do you want to be known for? What matters most to you? Tell me about an area that interests you for future skill development.” 

Consider How to Deliver Constructive Feedback 

While some feedback techniques may be more effective than others, one common method is the feedback sandwich. By delivering constructive feedback, or negative feedback that’s sandwiched between positive feedback, high performers can stay positive and focus on areas to improve. 
 

Example:  

“Your attention to detail when building AutoCAD schematics is excellent! However, timely revisions for our clients are just as important. To be a great partner, you’ll need to find ways to improve your workflow with AutoCAD automation features. There’s also exciting news! Junior Control Engineers value your guidance on software proficiency. We’d love for you to onboard new Control Engineer Interns so they are aligned with our department’s expectations.” 

Stick to Regular Feedback Loops 

Check-in regularly outside of performance reviews to retain and keep high performers focused on quarterly goals. Ask questions to gauge their progress and to identify opportunities for employee growth. 
 
Example:  

“How are your Q4 projects going? Do you see any obvious hurdles to growing the new client's portfolio?” 

Ready to work with more high performers? Search for your next opportunity here! 

For more on skill development, check out these articles: How to Manage That “Always-On” Feeling, How to Build Habits to Achieve Your Goals, and Do You Manage Too Many People?