In the relentless pursuit of success, is ‘more work’ really the reward for ‘good work’? This is called productivity punishment – a phenomenon where the best employees are given a bigger workload in light of their exceptional performance. But having additional responsibilities, in effect, only penalises them for their success.

Managers often push their top performers beyond their limit. This is why high-performing employees in highly critical roles are also 800% more productive than their less effective peers, according to a McKinsey study.

Such pressure can have the opposite effect when taken to the extreme. In an era where balance is a top driver of retention, engagement, and productivity, handing out extra work to your already hardworking employees can lead to burnout.

So, how are people managers realising the potential of top-performing employees without burning them out?

Read More: Can AI help prevent employee burnout?

What motivates a top-performing employee?

Engaging a top performer in the workplace needs a change in mindset on the part of managers. Instead of making it all about maximising the bandwidth of an employee, managers need to ensure team members are in the right roles to help them grow.

Multiple studies have shown that – beyond financial gain – top performers are driven by a desire for mastery and growth. They crave opportunities to challenge themselves, learn new skills, and achieve excellence in their field.

In a nutshell, top performers desire development, not more work per se. But it doesn’t mean that they abhor responsibilities. It’s just that they would like to do work that would help them grow and learn new skills.

Most top performers also seek non-financial rewards – such as recognition, flexibility, and career development opportunities – to feel fulfilled, according to the same McKinsey study.

It’s therefore crucial for managers to understand these diverse motivations to create an environment where top talent can flourish.

Read More: 12 proven ways to motivate your team

Effective performance management for your MVPs

When it comes to your top performers, traditional performance management tactics often fall short. Instead of simply piling on more work, effective performance management for this group requires a nuanced, individualised approach that recognises their unique needs and motivations.

1. Prioritise growth and development

High-performing employees are driven by a desire to learn and grow. Providing them with opportunities for professional development, such as training programmes, mentorship, or challenging assignments, can be far more rewarding than simply increasing their workload. This approach not only helps them expand their skill set but also demonstrates your commitment to their future within the organisation.

2. Set challenging, but achievable goals

Top performers thrive on challenges. Setting ambitious goals that stretch their abilities can keep them engaged and motivated. However, it’s crucial that these goals remain realistic and achievable. Overly ambitious goals can lead to burnout and frustration, ultimately hindering performance.

3. Offer regular feedback and recognition

Frequent feedback and recognition are vital for maintaining high levels of performance. Top performers need to know that their efforts are valued and their contributions are making a difference. Regular sessions provide an opportunity for managers to acknowledge their accomplishments and identify areas for improvement.

4. Provide autonomy and flexibility

Top performers often thrive in environments where they have a degree of autonomy and flexibility. Micromanaging their work can stifle their creativity and motivation. Instead, empower them to take ownership of their projects and make decisions within their areas of expertise.

5. Foster a culture of collaboration

While top performers are often highly independent, they can also benefit from a collaborative work environment. Encourage teamwork and knowledge sharing, allowing them to learn from and inspire their colleagues.

6. Customise rewards and incentives

One-size-fits-all reward systems rarely work for top performers. Tailor rewards and incentives to their individual preferences and motivations. Some value financial rewards, while others prefer opportunities for recognition, professional development, or increased autonomy.

7. Regularly reassess and adjust

Effective performance management is an ongoing process. Regularly reassess the needs and motivations of your top performers and adjust your approach accordingly. As their skills and responsibilities evolve, so should your performance management strategies.

8. Distribute workload fairly

Ensure a balanced distribution of work across the team, taking into account individual capabilities and capacities. Avoid overloading high performers with additional tasks simply because they can handle it. Establishing systems that offer workload visibility can help managers achieve this.

Read More: Are your feedback channels limiting true engagement?

Making mentors out of top performers

Top performers are not just valuable for their individual contributions. They can also be powerful catalysts for the growth and development of the entire team by strategically leveraging their expertise and experience through mentorship programmes.

With top performers acting as mentors, organisations can create a culture of continuous improvement and inspire average performers to reach new heights. Mentorship offers a unique opportunity for top performers to share their knowledge, skills, and insights with their colleagues.

This not only benefits the mentees but also provides a sense of fulfilment and purpose for the mentors themselves. It allows them to give back to the organisation, further solidifying their commitment and engagement.

For average performers, having a top performer as a mentor can be incredibly motivating and inspiring. They can learn firsthand from someone who has achieved success, gaining valuable insights into best practices, problem-solving strategies, and career development pathways.

To create a successful mentorship programme, organisations should carefully match mentors and mentees based on their skills, interests, and career aspirations. Providing structure and guidance to the mentorship initiative, including regular check-ins and clear goals, ensures that both parties get the most out of the experience.

Mentorship programmes not only benefit individual employees but also contribute to a more collaborative and supportive work environment. They foster a sense of community and shared learning, where everyone is encouraged to grow and develop.

No to productivity punishment

Productivity punishment is proving to be counterproductive in the modern workplace. There are many routes that managers can take instead of this approach.

Taking proactive steps to balance workloads can create an environment where all employees, especially high performers, feel valued, supported, and motivated to contribute their best.

Managers must keep in mind that productivity is never about squeezing every ounce of effort from employees. It’s about creating a sustainable and empowering work environment that fosters engagement, innovation, and long-term success.