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Your MVPs
Identifying MVPs
Managing MVPs
Retaining MVPs
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"Its their ability to marshal their skills in a way to produce extraordinary results for the company"

Dan Geraci, Phoenix Investment Partners

Managing Your MVPs

Our research revealed a striking fact: management tends to regard their MVPs as implicitly satisfied with their jobs, given their top performance. Yet the MVPs themselves indicated that this was not necessarily the case.

MVPs have unique characteristics and unique management needs. If these needs are not understood and met, though highly loyal and principled, MVPs will leave.

It should come as no surprise that management approaches that rely on performance-oriented measurement approaches fail to account for the intangibles that motivate your MVPs.

As the graph illustrates, it is a select group of approximately 3% of most organizations’ employees that create disproportionate results and long-term value, yet, most managers spend more time managing their poor and average performers than their MVPs.

To actively manage their MVPs an organization must:

  • Correctly identify this highly select group.
  • Understand their management and development needs.
  • Work with MVPs to increase their value to the organization.

Organizations that focus on improving their understanding of their very best people’s motivation and needs will retain more of their MVPs and create and attract new ones.