Your star performers may be a little more demanding than your average performers. They tend to leave companies if they feel they're not getting enough attention.
Factor these points in:
- Give your top performers some leeway. Avoid micromanaging and give them the room to do their best.
- Get their input often. If you don't seek their ideas, they'll stop giving them to you.
- Reward excellent performance with extra perks. However, be modest and be careful not to create an atmosphere of resentment with massive bonuses, for example.
- Point out where they need to improve; you want to encourage even your best performers to strive harder.
- Praise top performers when they excel. Don't assume that they know they're doing a good job.