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Seven Ways to Motivate Top Talent in De-Motivating Times

September 16, 2012

Seven Ways to Motivate Top Talent in De-Motivating Times
Chief Executive Magazine
by Brad Remillard

So how do you motivate your top talent to achieve the company’s goals?

How do you keep them from contacting recruiters?

How do you keep them passionate about coming to work?

How do you keep them engaged day after day?

The answer to all of these is “culture.” Even in difficult times top talent, by definition, will always rise to the occasion. They will always strive to be the best. If they don’t, they aren’t top talent. However, even top talent can burn out, get frustrated, not see the light at the end of the tunnel or wonder if they are really contributing.

It is the role of all CEOs and managers to ensure these things don’t happen. There seems to be a consistent theme as to what great managers do in difficult times to hold on to and even attract top talent.

The following are seven areas managers must focus on to ensure they keep their top talent motivated:

1) Companies must have a performance based culture. Even in difficult times there must be clearly defined goals for the company. These goals must cascade down to your top talent. They must have quantifiable objectives that motivate them, so when reached, they feel a sense of accomplishment. Providing specific time based goals with achievable results clarifies exactly what is expected of your people. Your best talent will embrace the goals and not stop until they reach the goal. Employee engagement is critical to retaining your best people.

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