In the cutthroat world of business, small entrepreneurs learn that success comes from capitalizing on your strengths: innovation, flexibility, uniqueness, passion, and purpose. And it’s no surprise that we seek these same qualities when trying to recruit top talent to grow our teams. But attracting and retaining high performers can seem a daunting task when competing against larger firms with deeper pockets and wider brand recognition.
But fear not! With a few key strategies, small businesses can bring in those high-octane individuals who elevate performance to new heights. Here are our top three tips to attract top talent, keep them motivated, and help them bring value to your business.
Understand high performers
High performers are catalysts for change, intrinsically motivated and driven by results. They crave intellectual stimulation, and seeing the impact of their work matters greatly. They invest emotionally in the companies they join, so they value the opportunity to be creative and be trusted to deliver without being micromanaged. Yet, the risk of burnout looms large due to their tendency to exceed expectations, often resulting in increased responsibilities. Mental and emotional health is thus a key consideration.
Attract high performers by crafting job descriptions that speak to them. Highlight growth opportunities and the chance to contribute meaningfully to the company’s vision. To keep them, create genuine mentorship systems, offer cutting-edge professional development and growth opportunities, and encourage authentic communication that gives them a real voice. Implement flexible arrangements that give them the freedom to bring you top-tier results without compromising the quality of their non-work life.
Highlight the small business advantage
The sense of intimacy and the short distance between accomplishment and recognition in a small business can be a big plus for high achievers who thrive on positive reinforcement and appreciation. Small businesses, more agile and responsive to innovation, also offer opportunities for high performers to engage in creativity and experimentation with a tangible impact on the company’s trajectory.
To bring high achievers onboard, play up your openness to out-of-the-box thinking at the forefront of innovation. Emphasise that you’re looking for a leader and not just another cog in the machine. Consider implementing a very active employee recognition system that appeals to the various personalities on your team.
Pro Tip: Try using The 5 Languages of Appreciation in the Workplace as a team builder, and structure your employee recognition around the results.
Know your MVP
Let’s be honest – you’re looking for someone who reminds you of you: passionate, committed to excellence, a believer in what you do. The good news is that the high achiever is looking for the same thing. Believing in what they work for and the impact of their efforts motivates them to achieve.
So, as a small business, you must be exceedingly clear on your mission, vision, and purpose (MVP). Articulate clearly and concisely exactly WHY you do what you do, WHAT you hope to accomplish, and HOW you will get there. Make these the foundation of every business decision, and talk about it in recruitment. Ensure that high performers know that you’re bringing them in precisely because their goals and values align with the company.
Become a talent magnet
By understanding the motivations of high performers, highlighting the unique advantages of smaller firms, and aligning values, small businesses can turbocharge into talent magnets. With a clear MVP, a focus on creativity and flexibility, and a commitment to growth and well-being, small businesses can transform into irresistible hubs for high achievers.
