Groom Your Superstars for Greatness!
Flipping the rule: Support your superstars
Flipping the rule: Encouraging your good performers
- Don’t be afraid of the S word. Stress. We all face it at times and a little bit is good for us, a looming deadline can be a great motivator! It’s how you respond to stress that matters.
- Empower your staff and reward their successes and let your staff show you what they are capable of.
- Promote the social side of work: It’s is good for your health in general and your people are your most important resource. As a final tip, the more open you are about mental health and mental illness, the more open your staff will be.
Flipping the rule: Managing your poor performers
When you focus majority of your time on managing poor performers it can have a reverse effect of cementing the behaviour within your business. Further, your poor performers need to know the minimum acceptable level and be given the tools to achieve it. But this doesn’t need to be time consuming.
When given the rights tools, coupled with knowledge and support, most poor performers quickly turn around to become good performers. The drive is even greater when the acknowledgement and rewards for good performers are seen. However, a small percentage will never move out of the poor performer category.
As a leader, your job is to help the person find a more appropriate role, which may or may not be within your business. Poor performers should be provided with opportunities, but only for 20% of your time.
Flipping the rule: The risk of not changing
Remember that your top 80% are aware that the poor performers exist. And if all your time is focussed on the poor performers, you risk alienating everyone else.
This can lead to frustration or even job dissatisfaction for your superstars and good performers.
As a final tip, take the time to observe your workforce and identify who your natural leaders are because your informal workplace structure is as important as the formal structure.
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