You can find star performers in a variety of fields. They’re Hall of Fame athletes, Nobel Prize-winning authors and Olympic gold medalists. You can also find them in organizations of all sizes. These highly capable, high-achieving professionals may work in sales, marketing or customer service. And according to Alaina Love, CEO of Purpose Linked Consulting, it’s important for leaders to understand how these exceptional employees operate. Research shows that high achievers are 400 percent more productive than average employees.

So, how can you help your team’s standout sales reps flourish? Read on. We share Love’s thoughts on what you should know in this issue of Promotional Consultant Today.

High achievers are intrinsically motivated. They pursue their work not for the external rewards, but because they find the work itself fulfilling. High-achieving professionals typically have many capabilities and talents, Love says. Take time to recognize these talents and understand what brings your high achievers the greatest satisfaction. In other words, what would they do even if they didn’t get a paycheck? You can help them succeed by expanding their perspective on assignments that may not necessarily align with their passions.

They face challenges head on. High-achieving individuals don’t usually back down. Part of why they achieve success is because they are courageous and persistent, Love says. They take on goals that no one has accomplished, and they find joy in the journey. Leaders should be prepared to give high achievers stretch assignments and encourage them to push boundaries. This can help reinvigorate high achievers’ enthusiasm for their job.

High-achieving people love to learn. A high achiever doesn’t need to be the smartest person in the room. In fact, they enjoy working with people from whom they can learn. Love says they value opportunities to engage with people who have more knowledge or experience than they do. Give your high-achieving employees opportunities to interact with other high achievers, whether that means investing in more professional development or actively recruiting professionals with an impressive background.

They want to help others. High achievers actively mentor others and enjoy opportunities to interact with individuals who share their same level of deep curiosity and love of learning, Love says. They know they didn’t achieve success on their own, and they want to pay it forward by mentoring or coaching less-experienced workers. Leaders can help connect their team’s high achievers with the next generation of sales reps entering their company.

High achievers value growth. Not only do they want to continue learning, but they also are more likely than average workers to seek out a team of mentors. Love recommends that leaders help high achievers identify their specific goals and then connect them to mentors who can be part of their personal growth team.

When you understand what drives the high achievers on your team, you can help them reach their full potential. Give them opportunities to learn and connect with other high achievers. Investing in their development is always worth the effort.

Compiled by Audrey Sellers

Source: Alaina Love is CEO of Purpose Linked Consulting and co-author of The Purpose Linked Organization: How Passionate Leaders Inspire Winning Teams and Great Results.