Comments on: How to manage an overperforming employee

By: Louis Agbo

Louis Agbo — Sun, 25 Jun 2023 20:34:15 +0000

I quite agree with this submission. Those who perform exceedingly well always want to be appreciated, and challenged. They are not comfortable doing the daily routine that other employees engage in without doing other new things. Employers should pay more attention to this set of employees so they do not over work them or make them disenaged.

By: Whistleblower

Whistleblower — Thu, 22 Jun 2023 01:06:33 +0000

Referring to this phrase as follow:

“Anyone who is seriously overperforming is not sustained unless they are continually challenged”

In my personal opinion, I’m afraid I have to disagree with this line.

Every individual is different, I think they should be asked what is their current situation, as far as I know maybe some of them want to start their own business but they can not be compensated, or rewarded plus they have not received the copyright payment of their brilliant and unique ideas yet.

To my knowledge, people are free to make any decisions for their lives and careers, not to be challenged by some of the ‘organisations’!

Or possibly they would not like to get involved in some organisations’ games!

It is very interesting because someone who is writing for another HR platform 2 days ago (based on the date of this article) was looking for some lawyers as the journalist posted on Linkedin this request:

‘Looking for some lawyers to chat about the best ways to discipline your ‘super star’ employees amid a workplace scandal.’

In my opinion, I have a feeling that it seems like a few people may have some issues with some specific ‘super starts’!

By: Julie

Julie — Wed, 21 Jun 2023 22:36:34 +0000

I wonder if managing a knowledge worker might be handled a bit differently. In those types of roles its a bit harder to allocate a day to be working on something else. When they are a specialist for the organisation, they tend to be thinking about the role even when they aren’t at work, so stopping that for one day, and not seeing that as extra load could be difficult. In my experience what those employees value the most is coaching, where the manager clearly isn’t the expert but can help the specialist reconsider their strategies and work through blockages or create efficiencies. Rewarding these people who already work extra hours with time off (at a time that suits them, like at major milestone achievement) can be a very strong message.