Tuesday, March 25, 2008
Superstars Need Managers
I’m sitting here with stacks of unread magazines dating back 18-months. Really, it’s embarrassing. The problem is I can’t just toss them, and I’m compelled to at least skim through the table of contents.
This led to the discovery of an article by Bruce Tulgan ("Superstars Need Managers,” HR Magazine, June 2007) which gives a perspective on managing star team players.
Top performers need guidance, feedback and rewards more than any other team member. They want to be led by someone who is strong, highly engaged, knows exactly who they are, and exactly what they are doing every step of the way.
Here are Bruce Tulgan’s keys to keep your top performers:
1. Spend time with them. Most top performers probably don’t need to meet with you every day, but they probably need to talk with you about their work more often than they currently do.
2. Treat them like a special case. Discover where this person is coming from: background, personality, style, communication, work habits, and motivation. During your conversations, tune in to that person and adjust your approach as needed.
3. Set them up for success every step of the way. Make sure your top performers are up-to-date on all the best practices related to their tasks. Give them all the important details. Monitor their performance closely and coach them on an ongoing basis.
4. Help them grow and develop. Keep them informed on how their performance is measuring up to your expectations.
5. Help them earn what they need and want. Be generous and flexible with your top performers. Look at the discretionary resources at your disposal - power to change work conditions, scheduling, recognition, task assignments, training, work location, exposure to decision-makers.
Do more for your top performers. But make sure they know that special rewards are not to be taken for granted, and always remain contingent on their performance and your discretion.
Remember the 80/20 Rule—You do not want to spend 80% of your time coaching non-performing employees, and neglect the 20% of your superstars who could easily walk out from lack of your attention. They definitely will be appreciated elsewhere.
I now promise to never cash-in frequent flier miles for magazine subscriptions.
Until next time...live like you mean it!
Marjorie