There is a lot of competition when it comes to finding good talent in the construction industry. This means that there can be a lot of “poaching” that happens between companies. After investing time and energy into finding and onboarding someone who is not only perfect for the job, but also wildly productive, the last thing you want to do is risk losing that team member to another construction company.

Many companies try to train people into their way of work, which can be isolating—particularly to high potential team members. While this might be difficult for certain positions, try to look for opportunities to give top performers some freedom.

Top performers are more than just a list of descriptors or job requirements. They tend to have a unique routine or rhythm to their day. These individuals approach their work in a very specific manner that allows for maximum productivity. Often, they may not be able to explain how they determine what to do when, but if you study them, you will be able to better understand their approach.

By taking the time to study your top talent and how they can get their work done faster or better than their colleagues, you determine how to replicate their behavior with other individuals. Looking at how they spend their time and where they focus their efforts allows you to position them as a model rather than an outlier.

So how do you do this?

Support your top performers. This includes those who are wildly productive, and who innovate and question the status quo. It’s important that you give them a voice and sense of purpose. Doing so will also open the organization up to new ideas—not only for how to get work done, but also why you do the work the way you do. This is how an organization not only retains its valuable employees, but also how it grows and evolves over time.

Create an opportunity for your high potentials to speak up. Some of these individuals may prefer to voice their thoughts and opinions one-on-one, while others may thrive in leading group discussions. Regardless of their preference, coach them to motivate their colleagues and share tips and techniques that they use to utilize their time more effectively.

Most important, protect them from the naysayers. Many high potential workers are able to get more work done in less time. If you have a work environment that allows for more flexible working schedules, it could potentially create some friction. If they sense this friction, it can either discourage them from working within their preferred rhythm or prompt them to look elsewhere.

Retaining your top performers is realizing that they can be the model of efficiency for your entire organization. Allowing them to work in a way that is best for them and encouraging them to speak up will go far in keeping them engaged and satisfied. Doing this will not only increase your company’s overall productivity, but it will help ensure that they stay onboard.

Photo by Mark Potterton on Unsplash