Many leaders assume that high performers don’t need feedback because they’re already excelling—but that’s a costly mistake. Top talent thrives on feedback, and when they don’t receive it, they can feel overlooked, disengaged, and even start to pull back. In this episode, we explore why high performers actually crave constructive input, how neglecting these conversations can lead to disengagement, and what leaders can do to provide meaningful feedback that keeps their best people motivated and growing.
We break down practical strategies for identifying what to discuss with high performers, how to deliver feedback in a way that fuels their growth, and how to ensure they stay engaged and invested in their work. Whether you’re a manager, business owner, or leader, this episode will help you build stronger relationships with your top talent and keep them performing at their best.
What You’ll Learn In Today’s Episode:
- Why high performers need feedback to stay engaged.
- The risks of neglecting tough conversations with top talent.
- How a lack of feedback leads to disengagement and withdrawal.
- The biggest misconceptions about high performers and feedback.
- Key topics to discuss with top talent.
- How to structure feedback for maximum impact.
- The difference between praise and constructive feedback.
- How to ensure high performers know their value.
- Why high performers want to know what’s next for them.
- Actionable strategies for managers to improve feedback delivery.
Ideas Worth Sharing:
“There is a misconception that high performers or top talent don’t want feedback but that is not the case.” – Elisia Keown Share on X “High performers are super driven and they actually thrive on feedback. They truly want to know how they’re doing, what they can work on and improve and then what is next for them.” – Elisia Keown Share on X “Feedback for a high performer should be set up as future-focused and as a growth tool, not as a criticism of current performance or work.” – Elisia Keown Share on XResources In Today’s Episode:
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