8
Surprisingly Simple
(and Seriously Smart)
Talent Tips
How do you get more done and keep your people happy? Here’s the cheat sheet. These simple moves will help you boost growth and performance without burning out your teams — or your budget.
Take a Good, Honest Look Under the Hood
Before you start optimizing, ask: what’s working, what’s broken, and what’s just … meh?
Start here:
- Do you have a clear performance measurement system in place?
- Is your data reliable — or is it mostly vibes and guesswork?
- What tools, processes, and tech are supporting performance?
- Is feedback flowing in real-time, or bottled up until review time?
- Do you know who your rising stars are?
Pro Tip:
If your performance strategy feels outdated or overcomplicated, start here. Don’t build on a shaky foundation.
Know What Really Motivates Your People
There are two main types of motivation
- Intrinsic (driven by joy, purpose, challenge)
- Extrinsic (driven by bonuses, titles, or avoiding “the talk”)
Spoiler Alert:
Intrinsic motivation wins in the long term. Look beyond external rewards and tap into what makes work meaningful for each employee. You’ll build more commitment, creativity, and staying power.
Set Goals Like You Mean It
Vague goals lead to vague results. Use SMART goals (Specific, Measurable, Attainable, Results-oriented, Time-bound), but make sure they also feel:
- Aligned with the role.
- Clearly communicated.
- Connected to your bigger-picture objectives.
- Built on a solid foundation.
of top-down. People commit more to goals they
help shape.
Ditch the One-and-Done Review
Great managers don’t wait until Q4 to talk performance.
Create a steady rhythm of two-way check-ins and team discussions. When goals are always top of mind, it’s easier for everyone to keep pace — and know when a pivot is needed.
Spoiler Alert:
If you’re not looking at performance regularly, you’re not guiding success.
You’re grading the wreckage.
Redefine “A Good Day at Work”
Truth: there’s no one-size-fits-all. Different employees are energized by different things. Here are some common styles and what motivates them:
- Task-focused: Love checking boxes and moving things along.
- Trailblazers: Need meaning, creativity, and recognition.
- Corporate citizens: Thrive on structure and keeping the wheels turning.
- Sustainably engaged folks: Want to feel like they’re making a real impact.
Pro Tip:
Design a work environment that flexes to meet these styles, not the other way around.
Upgrade Managers to Coaches
Today’s managers need more than authority — they need coaching chops. That means knowing how to:
- Listen actively (without jumping in with fixes.)
- Ask powerful, open-ended questions.
- Show empathy (yes, even on a Monday morning.)
- Spotlight strengths.
- Deliver feedback that fuels, not frustrates.
- Help set goals and step back while employees chart the path.
- Encourage problem-solving mindsets.
Bonus Points:
Coach the coaches. It pays off.
Put ‘the Why’ Front and Center
Humans don’t just want to know what they’re doing. They want to know why. When leaders connect work to purpose, employees show up differently. Before you delegate that next project, explain why it matters. Then watch motivation go up.
Bonus Points:
Give every project a mission statement to make the purpose real.
Uncouple Pay from Performance Reviews
Linking compensation to a once-a-year review is a surefire way to stir up stress and squash real growth.
Instead:
- Give frequent, informal performance feedback.
- Use the year-end review as a recap, not a surprise reveal.
- Celebrate progress early and often.
Insight:
This shift builds trust and keeps performance conversations productive, not punitive.
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