Are
You Turning Your Superstars into Subpars?
Let’s face it; each department or division has its superstars.
The ones who can always be counted on. The people who make
it possible for us to sleep at night. The ones we can give
a project to, confident that it will be done right the first
time. The few employees we don’t have to worry about.
Or do we?
Believe it or not, I come in contact with many superstar
performers who are deeply unhappy. They feel unappreciated,
overworked, frustrated and even angry. Just the opposite of
how their supervisors probably think their top performers
feel.
Take, for example, the situation I ran across the other day:
A manager in one of my client organizations admits that "Bob"
is the only employee in her group she can count on. She is
comfortable being out of the office only when Bob is going
to be there. She knows that Bob will always get the job done
even if it means working at home or on weekends. He checks
voice mail while on vacation, offers to do extra projects,
trains others and can always be counted on to back up team
members when they are overloaded or out of the office. Sounds
perfect right? Well here’s the problem. When I spoke with
Bob, I found that he is not as pleased with his boss as she
is with him.
Don’t get me wrong. Bob doesn’t mind finishing work on weekends
or checking voice mail while on vacation. He just wishes that
his boss would appreciate these little extras and thank him
once in awhile. Instead Bob’s supervisor seems to take him
for granted. She even makes jokes about him being a workaholic
and chastises him for taking on the problems of other departments.
Like many managers, Bob’s supervisor is probably oblivious
to the impact unsupportive comments and teasing can have on
employee morale. Surely no manager would intentionally hurt
a superstar, but it is very common to treat unfairly those
we count on the most. Don’t forget, these people are marketable.
While superstars’ intrinsic sense of professionalism and pride
will not allow their productivity to slip and they will rarely
complain, they can and will go elsewhere if their needs are
unmet.
The sad reality: While managers worry about underperformers,
valuable superstars are often at great risk of slipping away.
What can be done? Here’s what superstars want:
- Recognition and praise —
Focus on their strengths and what they do well. Be specific
and link their efforts to organizational goals or values.
Make sure to praise not just results, but also effort. Most
important —
be sincere.
- Challenge —
This does not mean more work. Superstars like to learn and
grow, so give them opportunities to learn and showcase their
strengths.
- Accountability —
Superstars will typically take on accountability for themselves,
but they want others to be accountable as well. Hold all
employees to the same standards.
- Implementation of their ideas —
Listen to your superstars. Many of them have excellent ideas.
Give thoughtful consideration to their suggestions and provide
sound reasons if their ideas are not implemented.
- Consideration/flexibility —
Superstars will do anything for you if you show some consideration
for them. Trust them. Give them freedom. Give them time
off when they need it, and they will repay you with loyalty
and increased productivity.
- To make a difference —
Superstars are motivated by a set of intrinsic values. These
values may be different for each superstar, but are critically
important. Superstars want to make a difference; they have
a strong work ethic and often have something to prove. Find
out what they value, give them projects that make a difference
in that area and watch them soar.
What superstars don’t want:
- More work —
They want challenging work, but they don’t want to be the
dumping ground for unfinished work of others.
- Negative comments about their work ethic —
With all the talk about balanced lifestyles, many superstars
must endure being called workaholics, when in reality they
are doing what they enjoy. Don’t make comments like this,
even as a joke.
- Unfair expectations —
A top frustration for superstars. They are proud of their
work ethic and their accomplishments. However, they expect
others to work to the same level as they do and do not like
picking up the pieces for the shoddy work of others. Remember
a superstar is not Superman or Wonder Woman - a superstar
cannot do it all.
- Micromanagement —
Most superstars like to receive clear goals and expectations
and then be left alone. Constantly checking in on them sends
a message of lack of trust. Instead, set parameters for
each goal or assignment and give them the freedom to check
back with you.
It’s important for all of us to take inventory of our management
style every now and then. With a few simple changes you can
keep superstars motivated and turn them into your best allies.
Who knows? You might turn today’s average performers into
tomorrow’s superstars.
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