Every manager wishes to have at least one high-performing employee on their team. It’s like finding gold in the rubble. But, while they may be a blessing productivity-wise, handling them can be equally challenging.
Think about it–we’ve all dealt with different types of employees. Some need the hand-holding approach, while there are those who do better on their own. Then, there are those rare gems that turn everything they touch into gold. You can always rely on them to come through and get the job done!
But here’s the thing: even superheroes need good managers. Oftentimes, you hear about some great people eventually becoming their biggest undoing. This is usually the case when superstars lack effective managers. Just imagine if Nick Fury didn’t know how to handle the Avengers. Right?
These high-flyers might be easy to work with in many ways, but they can also present unique challenges. It takes skill, strategy, and finesse to handle them and truly bring out the best in your best. They don’t just need a good manager, they need one who’s also a great leader!
So, today, I’ll be showing you exactly how to manage your superstar employee for lasting success!
Here’s Exactly How To Manage a Superstar Employee
Being a superstar employee or not, the fact is no man is infallible. So, they need proper management too. But, how do you keep them grounded and engaged? How do you protect them from themselves? How do you help them grow even when they’re already soaring? And, how do you keep the team together?
Below are some tried-and-true tips to help you manage your top talents:
Set clear goals and expectations.
Don’t make the mistake of assuming your superstar doesn’t need much direction. Even the brightest stars need a clear sky to shine in. He or she may not need any hand-holding, but they still need guidance!
So, outline specific destinations or targets for him or her to work towards. Set SMART goals (specific, measurable, achievable, relevant, and time-bound) that’ll challenge your high- performers. Most importantly, ensure you tailor these goals to their personal aspirations and your organization’s objectives.
Build trust and open communication.
What good is having a superstar employee if neither of you trusts each other or don’t see eye-to-eye? Trust is the foundation of any good relationship, and your relationship with your super goal-getter is no exception. Create an environment where everyone, including your star man, feels free to come to you. Be accessible and approachable to listen to their ideas, suggestions, concerns, and even failures!
But, don’t just sit in your office and wait for them to approach you. Rather, be proactive. Hold one-on-one meetings and have real discussions with them. Even more, don’t just discuss work. Get to know them better by discussing their aspirations, challenges, and what makes them tick. People tend to work even harder when they feel heard and that you care about them.
Recognize and reward their hard work.
Who doesn’t love a pat on the back for a job well done? Your superstar is no different. In fact, they might crave recognition even more than others. Praising your superstar employee is the least you could do to show you appreciate their efforts. After all, their fantastic performances will also reflect on you as the manager!
Furthermore, when you do praise them, be specific. Instead of a generic “Great job!” highlight exactly what they did well and the impact it had. Doing this shows that you’re paying attention and truly value their contributions. Don’t forget to throw in tangible rewards, too. This could mean some nice bonuses, pay raises, promotions, or even new responsibilities.
Offer autonomy.
The last thing you want to do is micromanage your superstar. It’s like trying to put a leash on a cat. We both know it won’t end well. This is where the trust we discussed earlier comes into play. You need to trust that your star man will deliver, as always. But he or she probably won’t come good if you’re always all over them and monitoring their every single step. Doing this sends a message the wrong one. It says you don’t trust their judgment. And trust me, you don’t want your top employee feeling you have no confidence in their abilities. This may even hit the rest of your team harder!
Overall, if the boss doesn’t trust the star boy or girl, then who the heck are they in the grand scheme of things? So, give them the freedom to decide how to approach their tasks. Letting them take charge can be incredibly motivating and provides excellent opportunities for growth!
Ensure a reasonable workload.
People tend to take things or other people for granted just because they always come through. Don’t take your superstar employee’s productivity for granted by piling more and more work on his or her plate. Just because he or she has proven they can handle any circumstances doesn’t mean you should run them into the ground. Even machines need to rest, or else they break down!
So, keep their workload in check. Help them prioritize tasks and, if necessary, redistribute work among the team. Your star man or woman can only keep delivering the best results when he or she’s in shape and not completely worn out.
Managing a superstar employee is both a privilege and a challenge!
The key to effectively managing your superstar employee is understanding everyone is unique. So, be willing and ready to adapt your management style as needed. Stay attentive to their needs and continuously learn and grow alongside them!
But hey, don’t let your learning journey end here! If you’re hungry for more insights, head over to my blog for a treasure trove of articles on leadership, career advancement, and so much more. I’m constantly updating it with fresh, actionable content to help you become a better manager and leader. For a taste, check this one out: “Why Do Organizations Need Leader-Managers?”
And if you’re a podcast person, tune into my regular episodes, where we dive deep into these topics with industry experts and thought leaders. See you there!
