Engaging your Sr. level High Performing Individual Contributors (HPIC)

The first question we ask is, do we really need to engage a high performer, since by practice they are self-motivated. If you have ever lost a high performing employee when you thought things were humming along because their work was excellent, you know better. So, how do we know if a HPIC is truly engaged or just self-motivated to achieve, as they would anywhere? That may depend somewhat on their level and generation.
Senior level or experienced individual contributors may be taken for granted and assumed to be happy. We certainly need to find a way to hold on to the millennials who want movement and are bidding out around organizations in pursuit of promotion. However, we may be making assumptions about the engagement levels of HPIC who we assume, because of age, tenure, or experience, will be here for the long haul, and are fully committed. What we are not considering is the unique management approach we need to employ to not only keep these HPICs, but bring forth their full potential and engagement.  Even more importantly, why. These experienced team members are sitting productively all across organizations today. Their opportunity to influence their teams, the culture, and the newcomers, i.e. Millennials is significant. They are esteemed for their work. However, are they engaged? Do they feel a psychological commitment to the organization, and very positive about it and their own futures there?
It might be well worth it to ensure these valuable employees not only remain, but also help set the inclusive and achieving organizational culture we desire.

While personalities and needs differ, and therefore managerial approaches, we can identify some general ways to help lock in engagement of our Sr. HPICs. One thing you will notice is that someone who has achieved a number of years successfully doing their work–and has not aspired or been chosen to lead–depends heavily on simple rewards that often differ from a junior level.

• ·         The Sr. HPIC needs for recognition may have more to do with acknowledgement of the impact of their work and their overall competency, than their work in general.
• ·         While millennials may expect flexibility, these experienced HPICs view it as a sign of well-earned reward and trust, so when denied, they feel reduced–less engaged.
• ·         Independence is a given desire at this level, not isolation. Sr. HPICs want to be left alone to perform (aka Situational Leadership), but also want meaningful connection as part of the whole.
• ·         Sr. Level still need and want opportunity; they just want more control over what that should be.
• ·         With more frequent organizational change and disruption, Sr. HPIC may be your heroes, but change can be more unsettling for them, as they have more to lose. Tending their need to process loss, and regain balance is not a luxury, but investment.

We need to avoid the temptation to take the Sr. HPIC for granted. Just a bit of focus on Sr. HPIC engagement may impact the overall organization. After all, their perspectives will be influencing the organization well past their tenure.

  Allison Fritz, Ed.D. PCC