Dear Seniors,
I have already posted this question on citehr, but unfortunately, I haven't received any reply.
Maybe it was not visible to all, that's why I haven't received any response. So, that's why I am posting my query on this particular forum.
I am working in an organization where the work is measured on a quantity basis. For example, people are given a target to complete 100 files a day. Therefore, their performance is evaluated based on how many files an employee completes in a particular day with 100% quality.
Currently, there are some employees in our company who are overachievers. They can complete 200 to 250 files a day, making them 200% achievers.
My questions are as follows:
1) How can these overachievers be motivated to achieve even more?
2) What are the advantages of having these overachievers in the team?
3) What are the disadvantages of having overachievers in the team?
4) How can other team members who are not overachievers be motivated?
5) What are effective strategies to retain these overachievers?
Thank you in advance. I look forward to your reply.
From India, Delhi
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72I have already posted this question on citehr, but unfortunately, I haven't received any reply.
Maybe it was not visible to all, that's why I haven't received any response. So, that's why I am posting my query on this particular forum.
I am working in an organization where the work is measured on a quantity basis. For example, people are given a target to complete 100 files a day. Therefore, their performance is evaluated based on how many files an employee completes in a particular day with 100% quality.
Currently, there are some employees in our company who are overachievers. They can complete 200 to 250 files a day, making them 200% achievers.
My questions are as follows:
1) How can these overachievers be motivated to achieve even more?
2) What are the advantages of having these overachievers in the team?
3) What are the disadvantages of having overachievers in the team?
4) How can other team members who are not overachievers be motivated?
5) What are effective strategies to retain these overachievers?
Thank you in advance. I look forward to your reply.
From India, Delhi
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Dear Nipuna,
It is very good for the organization to have more overachievers, but the challenge is to also maintain them. As you asked questions regarding the same, here are the answers from my side. It may differ from person to person:
1) How can these overachievers be motivated to achieve more?
Ans: There are many ideas to motivate experienced and overachievers, but it entirely depends on the company's policy. You can do the following 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) Praise in front of all staff members
To motivate the employees, you must give special attention to them.
2) What are the advantages of these overachievers?
Ans: Overachievers are capable of covering for those who are lagging behind targets. They will provide the company with extra revenue and more than expected.
3) What are the disadvantages of these overachievers?
Ans: These overachievers may attract full attention from employers, leading to potential discrimination.
4) How can the other people in the team be motivated if they are not overachievers?
Ans: Encourage them to showcase their capabilities and be part of that special attention.
5) How can these overachievers be retained (retaining strategies)?
Ans: Refer to the answer in question no. 1.
Hope this meets your requirements.
Regards,
Pankaj Chandan
From India, New delhi
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It is very good for the organization to have more overachievers, but the challenge is to also maintain them. As you asked questions regarding the same, here are the answers from my side. It may differ from person to person:
1) How can these overachievers be motivated to achieve more?
Ans: There are many ideas to motivate experienced and overachievers, but it entirely depends on the company's policy. You can do the following 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) Praise in front of all staff members
To motivate the employees, you must give special attention to them.
2) What are the advantages of these overachievers?
Ans: Overachievers are capable of covering for those who are lagging behind targets. They will provide the company with extra revenue and more than expected.
3) What are the disadvantages of these overachievers?
Ans: These overachievers may attract full attention from employers, leading to potential discrimination.
4) How can the other people in the team be motivated if they are not overachievers?
Ans: Encourage them to showcase their capabilities and be part of that special attention.
5) How can these overachievers be retained (retaining strategies)?
Ans: Refer to the answer in question no. 1.
Hope this meets your requirements.
Regards,
Pankaj Chandan
From India, New delhi
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dear pankaj, thank you for your valuable inputs. it will definitely going to help me a lot. i want some more inputs on this topic, so all the members i am seeking your suggestion on this. thank u all
From India, Delhi
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From India, Delhi
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Hello,
Speaking from first-hand experience, overachievers usually do not know they are overachievers. I used to work for a company where I was the superstar salesperson for 2.5 years and exceeded sales targets by 200+%. I eventually left and took a 1-year vacation. During that break, I did a lot of reflection and realized I needed to communicate to my future managers and colleagues that I cannot be managed like a regular employee and inform them how to manage me.
Hopefully, these answers might help:
1) How can these overachievers be motivated to achieve more?
- Definitely not money - overachievers see monetary rewards as compensation, a basic requirement.
To motivate them:
- Provide guidance and mentorship from a respected senior employee who possesses the following characteristics: willingness to do whatever it takes to get things done, a proven track record of success, sees potential in them, and wants to help them; have this mentor spend 1-2 hours a week mentoring and guiding these overachievers.
- It is crucial to make the connection apparent to an overachiever between what they are doing now and their future career plans. Overachievers 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 that their efforts are recognized.
- Overachievers need opportunities to shine; help them.
- They are motivated by challenges.
- Ask for their help rather than commanding them.
- They need to feel important, or they will leave.
2) What are the advantages of these overachievers?
- Overachievers are driven to make your company succeed.
- They will go above and beyond expectations to get things done.
- They help drive impossible or difficult projects forward.
- They make things happen.
3) What are the disadvantages of these overachievers?
- They require different management approaches.
- Sometimes they are so focused on task results that they take high, calculated risks to achieve them (for example, risking health or personal life for task completion).
- They need proper guidance as they may believe results justify any action, which is not always true. If an overachiever is disregarding other employees' feelings to achieve goals, they must be made aware of the negative impact and warned if necessary. Setting boundaries is crucial.
- They tend to overwork themselves, leading to misery. When they are unhappy, they leave. It is important not to exploit their excellent work ethics but to ensure they take well-deserved breaks.
- They are sensitive - earning their trust is essential.
4) How can other team members who are not overachievers be motivated?
- Get the overachiever to mentor/coach them. Then have a senior manager mentor the overachiever on leadership abilities.
5) Retaining strategies for overachievers:
- Show them how they can advance in the organization and what you are doing to support them, being sincere as they quickly sense insincerity. If promises are not kept, they will leave.
- Ensure fair compensation relevant to the results they achieve. If they are paid the same as regular employees, they may feel undervalued.
- Demonstrate that you care about them as much as they care about the company's success.
- Provide valuable mentorship from a reputable person who cares.
Hope this helps. Happy to provide more information.
From Canada, Toronto
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Speaking from first-hand experience, overachievers usually do not know they are overachievers. I used to work for a company where I was the superstar salesperson for 2.5 years and exceeded sales targets by 200+%. I eventually left and took a 1-year vacation. During that break, I did a lot of reflection and realized I needed to communicate to my future managers and colleagues that I cannot be managed like a regular employee and inform them how to manage me.
Hopefully, these answers might help:
1) How can these overachievers be motivated to achieve more?
- Definitely not money - overachievers see monetary rewards as compensation, a basic requirement.
To motivate them:
- Provide guidance and mentorship from a respected senior employee who possesses the following characteristics: willingness to do whatever it takes to get things done, a proven track record of success, sees potential in them, and wants to help them; have this mentor spend 1-2 hours a week mentoring and guiding these overachievers.
- It is crucial to make the connection apparent to an overachiever between what they are doing now and their future career plans. Overachievers 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 that their efforts are recognized.
- Overachievers need opportunities to shine; help them.
- They are motivated by challenges.
- Ask for their help rather than commanding them.
- They need to feel important, or they will leave.
2) What are the advantages of these overachievers?
- Overachievers are driven to make your company succeed.
- They will go above and beyond expectations to get things done.
- They help drive impossible or difficult projects forward.
- They make things happen.
3) What are the disadvantages of these overachievers?
- They require different management approaches.
- Sometimes they are so focused on task results that they take high, calculated risks to achieve them (for example, risking health or personal life for task completion).
- They need proper guidance as they may believe results justify any action, which is not always true. If an overachiever is disregarding other employees' feelings to achieve goals, they must be made aware of the negative impact and warned if necessary. Setting boundaries is crucial.
- They tend to overwork themselves, leading to misery. When they are unhappy, they leave. It is important not to exploit their excellent work ethics but to ensure they take well-deserved breaks.
- They are sensitive - earning their trust is essential.
4) How can other team members who are not overachievers be motivated?
- Get the overachiever to mentor/coach them. Then have a senior manager mentor the overachiever on leadership abilities.
5) Retaining strategies for overachievers:
- Show them how they can advance in the organization and what you are doing to support them, being sincere as they quickly sense insincerity. If promises are not kept, they will leave.
- Ensure fair compensation relevant to the results they achieve. If they are paid the same as regular employees, they may feel undervalued.
- Demonstrate that you care about them as much as they care about the company's success.
- Provide valuable mentorship from a reputable person who cares.
Hope this helps. Happy to provide more information.
From Canada, Toronto
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