Managing Your "Rock Stars"

The most fun, challenging and rewarding employees to manage in my experience have always been the top performers, otherwise known as the "rock stars." By nature of who they are, the way you manage them requires a very different approach from managing others on your team and in your organization.

 One of the key mistake’s leaders make is that they concentrate an inordinate amount of time on trying to elevate the performance of team members who are stuck or possibly never getting to the next level, and not spending enough time nurturing, coaching and developing top performers. Jack Welch, the former iconic CEO of General Electric who recently passed, has spoken and written extensively on this and it makes a lot of sense.

 Welch’s theory was basically the 80/20 rule...20% of your talent drives 80% of your organization’s success, so focus more on the 20% as much as possible to improve overall performance. That does not mean that others get ignored, it means that you should pay a lot more attention to the all-stars in your line up. I wish I was as diligent with following my own advice as I should be all the time, I am not, but writing this serves as a good reminder that I should be.

 Practically speaking, devoting more attention and time to your top performers/rock stars entails:

• Regularly Scheduled Meetings and Calls: Top performers like to be in the know, in control and feel a part of the direction of the company. They like to be communicated with and paid attention to often. My suggestion is talk with your star employees at least daily.
• Support Them Unconditionally In a Slump: Your role as a leader is to encourage and motivate everyone. This is especially true of your top performers. They have the highest of highs when things go their way, but look out when things do not. You need to be there and provide direction, encouragement and coaching to ensure their self-confidence is in check. Also, minimize letting them see the amount of pressure and stress you are getting from above you, that only demonstrates weakness.
• Allow Them To Outshine You: Go out of your way to recognize their ideas, suggestions and accomplishments in group settings, emails, in front of customers, peers, etc. Give them credit for all things good, and take the blame when they strike out. Check your ego at the door...remember, it is more important to allow your superstars to shine than for you to shine - it takes an abundance of inner security and self-confidence as a manager to do this, but you have to do it or your company’s culture will suffer and you will lose your best people.
• Inspire Them: Superstars like to never be complacent, they are always looking to hit their next milestone...create an environment for them so they can achieve those milestones by assigning new projects, challenges and goals that excite, motivate and bring out their inner champion.
• Pay Them Well: Compensation goes a long way in how people feel valued. Make sure if you have rock stars, they are paid as such. Deliver on your financial promises (bonuses, increases, etc.) and be timely with your evaluations.
• Guard Them With Your Life: All rock stars are easy prey for competitors. Make sure whether you are a CEO, VP, Director, Manager, etc. that you keep tabs on how happy your top people are and get to know them as much as possible. Show concern and interest in their lives as people, not just employees. Don’t assume people are happy or feel valued, they will be scooped up in a heartbeat if they are not.
• Know When To Promote Them: Many managers are reluctant to promote top performers because they do not have a succession plan in place. As a result, high performing people get pigeonholed in one position because they excel at those positions. You will lose good people if you do not ensure they grow in their careers. Conversely, resist the temptation to promote rock stars too soon before they are ready, your responsibility is to ensure they succeed at whatever they do.
• Maintain Professionalism At All Times: Rock star employees pay attention to the habits, demeanor and values of their leaders and managers. Make sure to never forget you are a role model for your team, they notice everything you do and say. Uphold the highest standards of professionalism at all times or you will lose credibility and respect with not only your best people, but everyone.
• Be Kind To Them: People with personalities larger than life who like to outperform expectations are, forgive me, high maintenance. They are people who need a lot of attention, reassurance and feedback. As high performing as your rock stars are, they are still human and have the same needs as everyone else - to feel respected, valued and appreciated - never lose sight of this. They may have a tougher than steel exterior, but don't let that fool you.

 Finally, the most important advice is to remember that you are likely a rock star also in your organization or you would not be in a leadership position. So... manage people the way you like to be managed, and avoid doing and saying the things that you dislike.