As a captain, leaders will optimize their role, handling the ship seamlessly to the right direction. If they use their men cleverly, the ship will dock as soon and as safely. You know, leaders are viewed partly on how well they develop talents. Still, the most talented ones are sometimes the most difficult hires to handle. It is hard to find stellar employees. And getting best use out of them is tough, too. Unless leaders take proper techniques of managing them, the company may end up losing them. A company without successful efforts of managing talents will, sooner or later, file for bankruptcy.
Below are iconic types of talented employees along with strategies for managing them. It is truly useful for manpower management and a real help for those listed in the brilliant but difficult people. They will find the followings an ample way to reflect and correct themselves.
1. Superstar that keeps hunger
He is a superstar when it comes to job. He shows up at work early and leave the office late. He seems accomplish her tasks in less time, and when he raises ideas, just about everyone is impressed by how smart and mostly on target they are. Still, the problem is that he treats the boss with the right amount of deference though, he is a more hunger for more assignments, boss time, recognition, and training than her co-workers – and they resent it.
⇒ Management strategy: Don’t just assign his difficult tasks and make him a flounder. It’s better to look for an employee that he can mentor. He/ she should be someone with talent and ambition but intimidated attention. Place your superstar in the role that he is not just doing his work but he is in charge of nurturing a true peer. That will help push up cooperative skills rather than competitive ones. Because this type of employee prefers going it alone, make sure he is closely working with his protégé. Overall, this strategies will help her skill up cooperation, be more open minded and feed her hunger for assignments at the same time.
2. The Perfectionist
This type of talent may be good at working alone. However, when it comes to teamwork, he leaves many other employees dissatisfied and dismayed to work with. That is because he is so detail oriented that he can put others to shame. Every report he delivers is flawless, and every task he take care of, he does well. Yet, his perfection has occasionally held up the projects, and other workers find him difficult to work with, as he is never satisfied with their contributions. He is not a team player in the team-oriented culture.
⇒ Management strategy: Being a perfectionist may quickly result in burnout. Those persons often entertain less job satisfaction than their colleagues. Talk with this worker about aspects of his work that he finds frustrating. For example, you may learn that a specific process suffice, and he can recommend a better way to have the job done. Or you may find out that he is a better fit for a different department. After all, cheer him up on his high level of competences, but try to get him figure out aspects of his working style that hinder his performance.
3. The Splicer and Dicer
He has a meticulously calibrated sense of what is within his employment description, and what doesn’t. He shows less willing involvement in anything that doesn’t belong to his responsibility. What is the problem is that between dismissals and new technology, everyone needs involve new tasks – even this talented worker.
⇒ Management strategy: Hold a staff meeting and make clear about what the new expectations are. Tell your workers that their work performance will be associated with their ability to help out in those new areas. If possible, proceed training for your employees to be confidently taking on new challenges. In case this type of employee still resists, plan up a one-on-one meeting to realize what will help her take on those new tasks with more comfort.
4. Mr. Temper Tantrum
This talented worker does just about everything right. He is creative, smart, diligent and reliable. Still, he has a sarcastic side and often shows hot temper towards his colleagues. Undoubtedly, his response to constructive criticism is not good. When he is offered with feedback, he just overacts by clenching his jaw and nodding as if you have just given him a notice of dismissal.
⇒ Management strategy: Make him clear that he could be really easily promoted to management based on his skills and accomplishments though, what he hinders him from advancing to the management position is relationship development. Make sure he sees that managers must learn how to take constructive feedbacks, get along well with others and understand others’ emotional needs and feelings. Ask him to explain resilience – an essential competence for a fast moving business. Help him understand that it’s great to produce at the top, but only if he is flexible enough to take care of critical relationships. On a whole, he may learn about himself, control his temper and become more willing to receive constructive feedbacks for job advancement and better career future.
5. The Brainy Under-performer
You employed her as she topped her class and have an impressive resume that makes her a stand-out. She is clever and quickly learns new concepts. Yet, rarely does she speak in meetings, and her team workers treat her as an invisible person. Something is restraining her. She is timid or maybe has low self-confidence.
⇒ Management strategy: Don’t give up on this type of talented employee. Ask her to make honest evaluation of her own performance. Then you may unveil her simple lack of self-confidence. She may be excellent in business school, but in this competitive world, she is falling behind. Just be by her side, push her up to live fullest. Praise her about her strengths and let her see how far she can go with her career or what she is dreaming of once she is confident. Also, consider sending her to the coach who can help her improve presentation skills, thereby fostering her communication techniques and confidence level. That’s followed by asking her to run a team meeting. That may be when she breaks through her low self-esteem and speeds up her career.
6. The Invisible Cog
Never does he miss one day of work, and he always shows up for work and comes back from work at the same time every day. He competently completes his tasks, and seldom does he spend time socializing with co-workers after hours. He is an ideal employee, in some ways. Complaining about him is difficult as he is a functioning cog in the wheel, doesn’t negatively grab attention to himself.
⇒ Management strategy: Every business needs those with consistent job completion. They are not really innovative or creative though, those employees function well behind the scene.
Still, those invisible cogs may have unseen talents, and as a manager, you should help them grow. Offer them development opportunities that are more people oriented. Maybe you can send this type of worker to a paid training about a new software program, and then promote him to one of team leaders that train others. You may be happy that your invisible cog has such serious reservoirs of talent.
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