How do you manage high performers?
Explore real examples and use them to shape a story from your own experience.
What the interviewer is looking for
- Individual motivation and direction: Understands what motivates the individual and agrees on a development direction rather than assuming every high performer wants the same path.
- Meaningful challenge and autonomy: Provides increasing scope and ownership aligned with strengths and business needs.
- Targeted coaching and honest feedback: Continues to address development gaps even when someone is already performing strongly.
- Contribution beyond individual delivery: Helps the individual increase the capability of others and contribute beyond their own assignments.
- Recognition and sustainable growth: Recognises contributions, assesses readiness for greater responsibility, and keeps stretch opportunities compatible with a sustainable workload.