Disclaimer: This is the story about a girl named Lucky (kidding). This is our second blog in a special Employee Behavior series inspired by our / the Netchex Marketing team’s group Halloween costume: the Life Stages of Britney Spears. Click here to visit the first. We hope you enjoy.
Superstar employees are born to shine. They have just the right mix of charisma, grit, and talent – plus, they’re consistently delivering excellence. Their co-workers aspire to be them, their managers try to duplicate them, and recruiters can’t take their eyes off them. If you really think about it, it’s not unlike the late 90’s and early 2000’s of pop music. Fans wanted to be Britney Spears while record labels desperately tried to create their own. (Sorry Mandy Moore, it just didn’t work.)
Like our beloved Brit-brit, some people have an undeniable star quality that simply stands out. Identifying and supporting these key personalities is crucial for any company. So, how do you spot the rockstars?
5 signs you’re dealing with a superstar employee:
1. They’re part of the team but equipped to lead.
Working with others comes naturally – and so does the ability to step into a leadership role when necessary. Star performers can switch seamlessly between being collaborative and completely in charge.
2. Their work stands out.
“Standing out” might be a bit of an understatement. This individual is always thinking beyond their job description and looking for new ways to innovate.
3. Helping others is something they enjoy.
Jealousy is no issue here. Star performers help others realize their own full potential, and challenge them to adapt, grow, and learn.
4. New responsibilities and tasks are always welcome.
Fear is a four-letter word. Learning new skills or juggling multiple tasks isn’t something to shy away from but embrace. Almost like when Britney handled a 30lb python on live television without the slightest wince… almost.
5. Giving up is not an option.
For a star performer, seeing tasks through to completion is a must. They’re great communicators and will do whatever it takes to finish their projects, so nothing falls through the cracks.
With so many great character traits, you’d think managing your best performers would be simple, right? The truth is that they require the same amount of attention as everyone else.
Micro-management is the ultimate morale killer. Part of developing trust involves allowing your employees to be creative and giving them a chance to lead.
Key players aren’t satisfied with monotony. Be a true partner in helping them uncover new talents and develop new skills with a thoughtfully-designed development track.
Becoming overly reliant on your top-performers is easy to do. It’s also a quick road to resentment and employee burnout. Keep an eye on their workload and make sure it’s consistent and reasonable.
Managing a group of people can be tough. While you won’t be able to control anyone’s emotions, you can make fairness your default practice to avoid creating unnecessary tension.
Losing a star employee isn’t fun – even if it’s to a different team within your organization. Regardless, there may come a time when a key player is ready to achieve more than you can offer. If there’s both an opportunity and natural fit, empower them to advance.
Every company has their peak Britney.
Do you recognize any of the above traits in your employees? What methods do you use to spot and nurture your best talent?
Netchex HR services help you create and customize an Employee Handbook. For larger, multifaceted companies with dispersed offices and workforces, multiple Handbooks may be necessary. Our library of resources for clients contain customizable templates and ideas to help you get started and implement the right Handbook for your business.