Dear Seniors,
I have already posted this question on citehr but unfortunately i haven't got any reply.
May be it was no visible to all, that's why i haven't received any reply.
so that's why i am posting my query on this particular forum.
I am working in a organization where the work is measured on quantity basis. for example people are given target to complete 100 files a day. so their performance is measured like how many files an employee in a particular day with a 100% quality.
Now there are some employees present in our company who are very over achievers.like they can achieve 200 to 250 files a day. so they are 200% achievers.
My question is as follows:-
1) how these over achievers can be motivated to achieve more?
2) what are the advantages of these over achievers?
3) what are the disadvantages of these over achievers?
4) how the other people of the team be motivated who are not over achievers?
5) how to retain (retaining strategies) these over achievers?
thanks in advance.
looking forward for your reply.
From India, Delhi
72I have already posted this question on citehr but unfortunately i haven't got any reply.
May be it was no visible to all, that's why i haven't received any reply.
so that's why i am posting my query on this particular forum.
I am working in a organization where the work is measured on quantity basis. for example people are given target to complete 100 files a day. so their performance is measured like how many files an employee in a particular day with a 100% quality.
Now there are some employees present in our company who are very over achievers.like they can achieve 200 to 250 files a day. so they are 200% achievers.
My question is as follows:-
1) how these over achievers can be motivated to achieve more?
2) what are the advantages of these over achievers?
3) what are the disadvantages of these over achievers?
4) how the other people of the team be motivated who are not over achievers?
5) how to retain (retaining strategies) these over achievers?
thanks in advance.
looking forward for your reply.
From India, Delhi
Dear Nipuna,
It is very good for the organization to have more over achievers but the thing is to maintain them also. As you put question regarding the same here are the answers from my side. It may differ from person to person:-
1) How these over achievers can be motivated to achieve more?
Ans:- There are lot many ideas to motivate the experienced and over achievers but it is entirely depend upon the company’s policy. You can do undermentioned things to motivate them:-
a) Special Perks
b) Lunch / Dinner / Tea Party or food coupons
c) Shopping vouchers
d) Party Celebration
e) Surprise Gifts
f) And praise in front of all staff members
To motivate the employees you must have to give special attention to them.
2) What are the advantages of these over achievers?
Ans:- Over achievers are capable to cover the person who is lagging behind the targets. He will provide the company extra revenue and more then the expectations.
3) What are the disadvantages of these over achievers?
Ans:- These over achievers get the full attraction of the employers and discrimination may arise.
4) How the other people of the team be motivated who are not over achievers?
Ans:- Ask them to show the capabilities and be the part of that special attention.
5) How to retain (retaining strategies) these over achievers?
Ans:- Refer answer of question no. 1)
Hope this will meet your requirements
Regards
Pankaj Chandan
From India, New delhi
It is very good for the organization to have more over achievers but the thing is to maintain them also. As you put question regarding the same here are the answers from my side. It may differ from person to person:-
1) How these over achievers can be motivated to achieve more?
Ans:- There are lot many ideas to motivate the experienced and over achievers but it is entirely depend upon the company’s policy. You can do undermentioned things to motivate them:-
a) Special Perks
b) Lunch / Dinner / Tea Party or food coupons
c) Shopping vouchers
d) Party Celebration
e) Surprise Gifts
f) And praise in front of all staff members
To motivate the employees you must have to give special attention to them.
2) What are the advantages of these over achievers?
Ans:- Over achievers are capable to cover the person who is lagging behind the targets. He will provide the company extra revenue and more then the expectations.
3) What are the disadvantages of these over achievers?
Ans:- These over achievers get the full attraction of the employers and discrimination may arise.
4) How the other people of the team be motivated who are not over achievers?
Ans:- Ask them to show the capabilities and be the part of that special attention.
5) How to retain (retaining strategies) these over achievers?
Ans:- Refer answer of question no. 1)
Hope this will meet your requirements
Regards
Pankaj Chandan
From India, New delhi
Hello,
Speak from first hand experience, overachievers usually do not know they are overachievers. I used to work for a company where I was the superstar sales person for 2.5 years and exceeded sales targets by 200+%. I left eventually and took a 1 year vacation. During that break, that is when I did a lot of reflection and realized I need to let my future managers, colleagues that I cannot be managed like a regular employee and let them know how to manage me.
Hopefully these answers might help:
1) how these over achievers can be motivated to achieve more?
- Definitely not money - over achievers sees monetary reward as a compensation. That is the basic requirement.
To motivate them:
- Guidance and mentorship from a respectable senior employee who have the following characteristics (willing to do all it takes to get things done, have a proven track record of success, that sees the potential in them and wants to help them out); have this mentor spend 1-2 hours a week to mentor and guide these over achievers.
- It is important that you make it apparent for an overachiever to see the connection with what they are doing now to their future career plans. Overachivers need to know and feel that their employers care about their bright career future; otherwise, they will leave.
- Overachievers need to know they are making an impact and people recognize it.
- Overachievers need to shine, help them.
- they are motivated by challenges.
- Ask them for help rather than commanding them.
- They need to feel important or they leave.
How to Manage Overachievers | BNET <link updated to site home> ( Search On Cite | Search On Google )
<link no longer exists - removed>
2) what are the advantages of these over achievers?
- these overachievers are driven to make your company succeed
- they will do all it takes to get something done and way above expectations
- they help you drive impossible or difficult projects forward.
- They make things happen
3) what are the disadvantages of these over achievers?
-They need to be managed differently.
- Sometimes they are so focused on the results of a task, they take high calculated risks to achieve them (for example, I risked my health/personal life to get things done, which ended up bad for my well-being).
- They need proper guidance as they are so focused on results that they think results justify everything (which is true, but not always). If your overachiever is trampling upon your other employee's feelings to get something done, you need to let the overachiever know that, and warn if necessary. Usually, they are open to listen, it might take a lot of nagging, but as long as they understand the negative impact they have by doing a certain action, they are likely not to do it again. So, set boundaries.
- They tend to overwork themselves that make them miserable. Whent hey are miserable,they leave. So it is your responsible to not take advantage on their excellent work ethics, but to force them to take well deserved breaks.
- They are sensitive - you got to win their trust.
4) how the other people of the team be motivated who are not over achievers?
- Get the overachiever to mentor/coach them. And then have a senior manager to mentor the overachiever on leadership abilities.
5) how to retain (retaining strategies) these over achievers?
From Canada, Toronto
Speak from first hand experience, overachievers usually do not know they are overachievers. I used to work for a company where I was the superstar sales person for 2.5 years and exceeded sales targets by 200+%. I left eventually and took a 1 year vacation. During that break, that is when I did a lot of reflection and realized I need to let my future managers, colleagues that I cannot be managed like a regular employee and let them know how to manage me.
Hopefully these answers might help:
1) how these over achievers can be motivated to achieve more?
- Definitely not money - over achievers sees monetary reward as a compensation. That is the basic requirement.
To motivate them:
- Guidance and mentorship from a respectable senior employee who have the following characteristics (willing to do all it takes to get things done, have a proven track record of success, that sees the potential in them and wants to help them out); have this mentor spend 1-2 hours a week to mentor and guide these over achievers.
- It is important that you make it apparent for an overachiever to see the connection with what they are doing now to their future career plans. Overachivers need to know and feel that their employers care about their bright career future; otherwise, they will leave.
- Overachievers need to know they are making an impact and people recognize it.
- Overachievers need to shine, help them.
- they are motivated by challenges.
- Ask them for help rather than commanding them.
- They need to feel important or they leave.
How to Manage Overachievers | BNET <link updated to site home> ( Search On Cite | Search On Google )
<link no longer exists - removed>
2) what are the advantages of these over achievers?
- these overachievers are driven to make your company succeed
- they will do all it takes to get something done and way above expectations
- they help you drive impossible or difficult projects forward.
- They make things happen
3) what are the disadvantages of these over achievers?
-They need to be managed differently.
- Sometimes they are so focused on the results of a task, they take high calculated risks to achieve them (for example, I risked my health/personal life to get things done, which ended up bad for my well-being).
- They need proper guidance as they are so focused on results that they think results justify everything (which is true, but not always). If your overachiever is trampling upon your other employee's feelings to get something done, you need to let the overachiever know that, and warn if necessary. Usually, they are open to listen, it might take a lot of nagging, but as long as they understand the negative impact they have by doing a certain action, they are likely not to do it again. So, set boundaries.
- They tend to overwork themselves that make them miserable. Whent hey are miserable,they leave. So it is your responsible to not take advantage on their excellent work ethics, but to force them to take well deserved breaks.
- They are sensitive - you got to win their trust.
4) how the other people of the team be motivated who are not over achievers?
- Get the overachiever to mentor/coach them. And then have a senior manager to mentor the overachiever on leadership abilities.
5) how to retain (retaining strategies) these over achievers?
- Show them how they can advance in the organization and what you are doing to help them. and be sincere about it as they are quick to sense insincerity. If you don't do what you promised or said, they leave.
- Make sure you are not taking advantage of them. Make sure they are paid fairly in relevance to the results they show. If you pay them the same as your regular employees, they will see you as taking advantage of them or not recognizing their efforts and results.
- You must show them that you care about them as much as they care about your company's success.
- Provide them invaluable mentorship from a reputable person that cares
Hope this helps. Happy to provide more information.
- Make sure you are not taking advantage of them. Make sure they are paid fairly in relevance to the results they show. If you pay them the same as your regular employees, they will see you as taking advantage of them or not recognizing their efforts and results.
- You must show them that you care about them as much as they care about your company's success.
- Provide them invaluable mentorship from a reputable person that cares
Hope this helps. Happy to provide more information.
From Canada, Toronto
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