There’s no secret formula to hiring the best team. You may hear that your unicorn is out there. However, the true secret is to develop your employees into top performers.

Look, there are great people out there. 

But there is no such thing as a flawless hire from the get-go. 

As I mentioned before, you develop your team to become to become high-performing in an intentional, strategic, and inspirational manner.

You want your employees to feel heard, understood, and supported in their journey to the top.

My Top 3 Tips for Developing High-Achieving Employees

1PPF Goals

If you’ve been following me or Cardone Ventures for some time, you’ve probably heard of the term “PPF goals” or “PPFs”. 

PPF is an acronym for Personal, Professional, and Financial goals. It is the key to understanding your team members’ motivations, goals, desires, and targets

I highly recommend having the very first PPF conversation within 60 days of employment. If you’ve never had one with your team members who have been with your company for longer than 60 days, no worries. You can do them at any time.

Keep in mind: PPFs are done on an annual basis and they cover your employees’ one, three, and five-year goals. 

This is the opportune moment to guide your team member in setting 10X goals for themselves. It’s also the perfect moment to show them how you and your company can help them achieve their PPF goals.

However, you need to have these conversations in person. Preferably away from the office, so your team member feels more relaxed, at ease, and ready to talk about their goals. 


Biweekly one-on-ones are the holy grail of developing your employees. 

Ideally, you would have these one-on-ones after your PPF conversation; it helps you keep track of their progress. 

But the main reason these are so effective and necessary is because it gives you and your leadership team the opportunity to:

  • Check in on your employees’ progress;
  • Offer any suggestions;
  • Coach them through what they may be struggling with;
  • Work on a plan to help them improve (if they need it). 

3Employee Maturity Models 

To develop an exceptional team, make sure you have an Employee Maturity Model created for the positions in your company. The right team members are not only interested in the growth of the company, but also their own growth. 

Individuals with ambition will not want to work in an environment where they feel they cannot grow. So you, as the business owner and leader, need to show them what’s possible by providing them with a trajectory for their career growth within your company. 

To learn more about developing employees as an outstanding leader, schedule a discovery call for our upcoming People Essentials Workshop.

Disclosure: This content is intended to be used for educational and informational purposes only. Individual results may vary. You should perform your own due diligence and seek the advice from a professional to verify any information on our website or materials that you are relying upon if you choose to make an investment or business decision. Investment, real estate, and business involve great risk and there is no guarantee of performance or results.

We are not attorneys, investment advisers, accountants, tax professionals or financial advisers and any of the content presented should not be taken as professional advice. We recommend seeking the advice of a financial professional before you invest, and we accept no liability whatsoever for any loss or damage you may incur.

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