How to Create a People Strategy that Attracts Top Talent

Is your company a place where highly talented and driven people can thrive? Or, are high performers limited by a lack of direction, opportunities, and feedback? When A-players sense they’ve hit a ceiling, they’ll likely take their skills and abilities elsewhere. Here’s the four things you need to ensure you’re keeping your high performers engaged.

Crystal Clear Performance Objectives. Performance objectives lay out exactly what outcomes an employee is responsible for. High achievers like success. To obtain success, they must know what success looks like.  Without any goal, target, or metric around performance, your People will begin to feel lost at sea. Clarity surrounding performance objectives motivates and removes the stress that comes with not knowing what your purpose is at work.

Multiple Career Pathways. One-way-fits-all approaches to career development have expired in the modern workplace. People have different strengths and desires for their career. Now more than ever, employees will seek out new opportunities if their organization doesn’t prioritize their career interests. Can you create a new position based on an employee’s strengths? Keeping an open and flexible mind could retain your high achievers and get them in a seat where they can really shine. Visualize career pathways as a lattice rather than a line.

A Clear Development Trajectory. In addition to multiple career pathways, your highly driven individuals will want a clear path towards their desired position in the company. What competencies do they need to get from their current seat to their desired seat, and how can they acquire those? This is where, if you’re serious about retaining top performers, you’ll need a healthy amount of resources devoted to development opportunities. Keep your highly driven People by education and developing their skills so that they can reach their next milestone.

Continual Coaching. It’s commonly said that people don’t leave jobs, they leave bosses. High performers need rich touchpoints and coaching conversations with their leaders. Feedback keeps high performers motivated, engaged, and provides clarity on exactly what they need to do to improve their performance. At Titus, we’re kind of obsessed with feedback and coaching. Please reach out if you think your organization could benefit from training on coaching and developing a feedback culture.

To recap, high performers need to know what they’re currently responsible for, what their career possibilities are, opportunities to hone necessary competencies, and continual coaching. Retain your A-players by giving them these four things.

Meetings! Some love them. Others don’t. Either way, they are an inevitable part of any functioning organization. When led effectively, meetings are well worth the time investment. However, we all know they can easily become time-wasters and energy drainers. When we pay attention to the attendance list, form an agenda in advance, and conclude with action items, meetings can unleash new insights and promote productivity.  


We’ve probably all attended meetings and had the thought, “Why am I here?” When thinking through meeting attendees, we need to take a step back and ask: Who actually needs to be at the meeting? What do I want from each person there?  

Aside from wasting people’s time, more attendees in a meeting creates a “hiding-in-a-crowd” feeling and discourages participation. In addition to filtering your invite list, let people know what you want from them in a meeting. When you have a role to engage in, meetings are an honor rather than an obligation. Fewer people, who know exactly why they are at a meeting, creates an environment for productivity. 


Every productive meeting has an agenda. If you’re struggling to come up with an agenda, consider whether the meeting is actually necessary! Sending out the agenda ahead of time can make your meetings more productive, particularly if you need meeting participants to brainstorm or form an opinion on an issue beforehand. If you try to introduce a complicated question in a meeting, attendees must quickly try to process the question and generate ideas. Better ideas are likely to come from more extensive processing time prior to the meeting. Capitalize on your time together by giving attendees a list of questions to ponder and investigate ahead of time. 

In addition to setting an agenda, you must follow the agenda! This can be difficult if you have a particularly chatty group. As the leader, you need to set up and enforce some norms for success. Perhaps you devote the first 5 minutes of a meeting to non-business-related chatting, and then turn your attention to the purpose of the meeting. Even so, you may have people who have a difficult time staying on track. This will require you to kindly but firmly guide the group back to the relevant topics at hand. It’s the leader’s job to keep the meeting focused on the agenda, and many people will be grateful when you do. 

Action Items 

End each meeting with a summary of what’s happened and a list of action items. Each action item should have a due date and a person responsible for completing it. Discuss the summary and action items at the end of the meeting, and then follow up with an email directly after the meeting ends. This provides meeting attendees with a written record and reminds them of their responsibilities. 

Wrapping Up 

By auditing the attendance list, setting and following an agenda, and ending with action items, you can capitalize on meeting time. Over the course of a year, following these best practices can have a major impact on a company’s bottom line.  Additionally, when enough meeting leaders implement these changes, the norms and attitudes around meetings will begin to shift. Attendees will start to expect more from meetings: both to get more out of them and to bring more energy, ideas, and expertise to them.  

Our Manage 4 Performance platform helps companies be more strategic about meeting time. When you join M4P you will unleash a competitive advantage through saved money, saved time, and better ideas. Book a demo today to learn more!  

Post Categories: Blog | Insights
Date Published: Jul 7, 2022
Post Categories: Blog | Insights
Date Published: Jul 7, 2022