Another tip-When management issues a blanket policy that all employees are to be rated no higher than competent, expect those high performers to scale back and do no more than just competent work or expect them to leave for an organization which will recognize their effort and results. Commonly known as rank and yank.
Just left a job and this is totally all true. Management shouldn’t be buddies and get manipulated by low performers. Part of My job was to sometimes do the same job as the low performers after I finished my work and when I stepped into their territory they wouldn’t even give me a desk to work on. Had to leave the job. After reading other people’s experiences I feel better.
A company I know had two high performance employees. An inadequate new manager introduced the statement "we don't need stars" to the company culture. The two stars quit.
Let's not forget to mention one BIG MISTAKE that management consistently make when managing a top performer...I've come across this first-hand and that is if anything goes wrong on the shift where the top performer is working with "mediocre" performers the high-performer gets the blame...this happened to me for years and it got to the point where I left the job...to this day management still can't figure out why...
Thank you for your comment and you are absolutely correct! It's not okay to put the responsibility on the top performer and ignore the underperformers. I can see why you left and it's painful if your former employer hasn't figured out why.
My issue is employers always pile more work on top of me and I get burnt out. Then when I’m vocal about it they make empty promises and nod and say they understand. Nothing changes. Now I’m quitting.
Im considered a high performer at work but I see little to recognition when I do well yet when I make a mistake they go as far as disciplinary hearings.
i Left a few places in the past where i see my direct manager cozying up to low performing 2face bootlickers, some of these bootlickers then tried to screw with me, seeing my boss being buddy buddy with the said low performer, i thought it wasn't worth my time addressing the issue with management and just jumped ship. I've worked many jobs, never had trouble finding work, and almost all of my employers were sad to see me leave and each time i found a better deal for myself.
Great. Now do one on what to look out for. Like that Terminated for Cause by still here scam. And the not allowed to meet people thing. That whole ‘they’re mine and they aren’t leaving’ nonsense. Thanks for your videos.
A lot of high performing employees are already doing extra work because of underperforming co-workers. As someone with prior management experience, I would definitely not add more challenging tasks to these employees until the other co-workers lack of motivation is addressed. And give these high performers a raise. That's why companies lose quality workers.
I have a nephew who is in primary school and he is very switched on and bright. However, he can turn into the class clown and rebel against the system. Why? Because he isn't challenged with the work the school provide him. He doesn't have the freedom to apply his talent. The same applies for high performing employee. Yes you won't have the same reaction from an adult (well hopefully not!) - but there are negative consequences that result from not giving them what they need to keep the fire inside burning.
TIP #2 I COMPLETELY DISAGREE as a high performance worker doing insane levels of quality work for the minimum wages, WE HATE being challenged. We want to do normal work so that we can calculate what we are doing. My boss has a habit of putting time limits and deadlines on me now due to me overperforming and doing extra credit at work with no call outs or days off or leaving early or any excuses. Him and his boss both want to push me harder now because of your #2 tip is a common management strategy taught to many employers. Challenging work is going to come naturally on days that it comes. NO NEED to force the daily routines and workload into a challenging one. There is no such thing as getting bored at work due to no challenges. Challenging employees that work harder than everyone else makes them want to quit asap or find a more comfortable job.
Tip#2 fits better to a job where varying degrees of skills count towards the output of the work. For example, one can't fry more than maximum number of possible patties at McDonald in a given time, challenging a performer there doesn't make sense to the business. But a high performer in software development gets motivated by the challenging work and the new learning opportunity comes with it. At last the use of this tip is up to the discretion of the managers. If they had no clue where to use it, the whole thing is screwed. No blames on the lesson, but the student who didn't know where to apply it.
Some high performers even get away with bullying and sexual harassments. How does a manager handle a high performer who is also a bully or a sexual harasser?
Thank you for your question Haris. Bullying and sexual harassment are serious issues and should be reported to HR/people and culture so an investigation can take place. Regardless if the person is a high performer or not, they shouldn't be getting away with that type of behavior. If the person is getting a free pass because of their high performance, consider the fact that that other employees are likely calling in sick or even quitting to get away from this person so the harasser's high-performance isn't really helping the company. But it shouldn't matter, the person should be held accountable for their behaviour.
I’m such an overachiever and I like when employers walk on eggshells with me I stay flighty they will loose me and I tell them and keep them on my toes I also can’t stay at a job for more than 4 years I can’t Stand people for longer than that. I also don’t like feedback I’m great and I stay great and I even say I don’t take advice from people who have less than me… I already like myself thanks
Hello I am a fairly new facility manager at my job and I am doing my best and trying my hardest to be efficient and grow but I have a new employee that Demands access to systems that aren’t relevant to his job position. It feels like he micromanages my time by giving opinions on what tasks I work and constantly checks on me. He is contacting businesses w/ out me And contacts upper management w/out speaking to me 1st. This are not in the scope of his responsibilities and isn’t being a team player to his coworkers. It has gotten to the point where upper management wants to make him my assistant and I find him quite irritating to work with. When I brought up my concern upper management used it against me on my performance review by saying I’m not good with adapting to changes. How can I move forward with this? I still have time to think on how I don’t want this to be a thing…
HI Brandy - sorry to hear you are experiencing this! So, this employee is a direct report of yours - is that correct? I am sure you are doing the best you can. If this employee reports to you then this is a situation where an employee is undermining their manager (you!). It's not about your ability to adapt to change but it might be that you could benefit from management training so you can gain the tools you need to communicate, give feedback, and lead employees. Have you had management training? Is this employee open to feedback? If so, my first suggestion in a situation like this would be to sit them down and give them feedback on their actions and make them aware of the impact they are having. It might sound something like this: 'When you go around me to upper management, here's the impact on the team and the company...or 'here's how it looks to management...' If they are not open to feedback, then this is a performance issue (and not related to you not being able to deal with change. That sounds like gaslighting, FYI). IF the company will support you to come to me group management training, it's online and the next cohort is in Sept.
What if you work for a company that lets a high performer work or perform then new managers step in and hold it back. Instead of making more sales they keep it mellow.
Thank you for your question Will! There are many reasons this could be happening and I find the situation you describe more prevalent in certain industries than others. Without knowing more about the situation, it could be that they don't want one team, department, or employee to outshine another. It could also be that if the employee is doing well, they fear it will make them (the manager) look bad. It does sound like an approach of an insecure manager. Feel free to go to my website and contact me if you want to chat more: www.shiftpd.com
Another tip-When management issues a blanket policy that all employees are to be rated no higher than competent, expect those high performers to scale back and do no more than just competent work or expect them to leave for an organization which will recognize their effort and results. Commonly known as rank and yank.
Just left a job and this is totally all true. Management shouldn’t be buddies and get manipulated by low performers. Part of
My job was to sometimes do the same job as the low performers after I finished my work and when I stepped into their territory they wouldn’t even give me a desk to work on. Had to leave the job. After reading other people’s experiences I feel better.
Sounds like you made the right choice by leaving a situation that was not good for you. I hope it's better at your new job. ~Corina
A company I know had two high performance employees. An inadequate new manager introduced the statement "we don't need stars" to the company culture. The two stars quit.
Of course they did! This manager didn't understand how to manage varying levels of performance. Hopefully they have learned by now. ~Corina
1 tip: get rid of toxic managers
That's what my programs aim to do😃
I can tell that you learnt all these through first hand experience. Much respect to you Ma'm
Let's not forget to mention one BIG MISTAKE that management consistently make when managing a top performer...I've come across this first-hand and that is if anything goes wrong on the shift where the top performer is working with "mediocre" performers the high-performer gets the blame...this happened to me for years and it got to the point where I left the job...to this day management still can't figure out why...
Thank you for your comment and you are absolutely correct! It's not okay to put the responsibility on the top performer and ignore the underperformers. I can see why you left and it's painful if your former employer hasn't figured out why.
@@st436564 Thank you for your comment! I am glad to hear you are working in a better environment.
@@st436564 That’s awesome, I’m looking to do the same soon.
The team takes the blame don't take it personal.
Yes! I can relate to this too. They keep pair me up with lazy bum who couldn't (or rather don't want to) keep pace with me.
My issue is employers always pile more work on top of me and I get burnt out. Then when I’m vocal about it they make empty promises and nod and say they understand. Nothing changes. Now I’m quitting.
very straightforward steps. Thank you
Im considered a high performer at work but I see little to recognition when I do well yet when I make a mistake they go as far as disciplinary hearings.
I'm sorry to hear that! I hope it gets better there for you soon, but if not, it might be time to consider your options.
Some of this is human nature and common sense
Brilliant.
i Left a few places in the past where i see my direct manager cozying up to low performing 2face bootlickers, some of these bootlickers then tried to screw with me, seeing my boss being buddy buddy with the said low performer, i thought it wasn't worth my time addressing the issue with management and just jumped ship. I've worked many jobs, never had trouble finding work, and almost all of my employers were sad to see me leave and each time i found a better deal for myself.
Good Professional Advice & Genuine inputs👌👌👌Much Appreciated work
Nailed it !
Should be mandatory view for all managers
I appreciate your comment Andre!
Great. Now do one on what to look out for. Like that Terminated for Cause by still here scam. And the not allowed to meet people thing. That whole ‘they’re mine and they aren’t leaving’ nonsense. Thanks for your videos.
Omg I'm having this issue now to the point I wanna go to my jobs competition
I hear you! Let me know if there is any way I can help!
A lot of high performing employees are already doing extra work because of underperforming co-workers. As someone with prior management experience, I would definitely not add more challenging tasks to these employees until the other co-workers lack of motivation is addressed. And give these high performers a raise. That's why companies lose quality workers.
I wish my manager find this video…. But now is too late .
I have a nephew who is in primary school and he is very switched on and bright. However, he can turn into the class clown and rebel against the system.
Why? Because he isn't challenged with the work the school provide him. He doesn't have the freedom to apply his talent.
The same applies for high performing employee. Yes you won't have the same reaction from an adult (well hopefully not!) - but there are negative consequences that result from not giving them what they need to keep the fire inside burning.
Agree! Hopefully your nephew finds the right teachers and mentors!
Managers need training too
TIP #2 I COMPLETELY DISAGREE as a high performance worker doing insane levels of quality work for the minimum wages, WE HATE being challenged. We want to do normal work so that we can calculate what we are doing. My boss has a habit of putting time limits and deadlines on me now due to me overperforming and doing extra credit at work with no call outs or days off or leaving early or any excuses. Him and his boss both want to push me harder now because of your #2 tip is a common management strategy taught to many employers. Challenging work is going to come naturally on days that it comes. NO NEED to force the daily routines and workload into a challenging one. There is no such thing as getting bored at work due to no challenges. Challenging employees that work harder than everyone else makes them want to quit asap or find a more comfortable job.
Tip#2 fits better to a job where varying degrees of skills count towards the output of the work. For example, one can't fry more than maximum number of possible patties at McDonald in a given time, challenging a performer there doesn't make sense to the business. But a high performer in software development gets motivated by the challenging work and the new learning opportunity comes with it. At last the use of this tip is up to the discretion of the managers. If they had no clue where to use it, the whole thing is screwed. No blames on the lesson, but the student who didn't know where to apply it.
Some high performers even get away with bullying and sexual harassments.
How does a manager handle a high performer who is also a bully or a sexual harasser?
Thank you for your question Haris. Bullying and sexual harassment are serious issues and should be reported to HR/people and culture so an investigation can take place. Regardless if the person is a high performer or not, they shouldn't be getting away with that type of behavior. If the person is getting a free pass because of their high performance, consider the fact that that other employees are likely calling in sick or even quitting to get away from this person so the harasser's high-performance isn't really helping the company. But it shouldn't matter, the person should be held accountable for their behaviour.
I’m such an overachiever and I like when employers walk on eggshells with me I stay flighty they will loose me and I tell them and keep them on my toes I also can’t stay at a job for more than 4 years I can’t Stand people for longer than that. I also don’t like feedback I’m great and I stay great and I even say I don’t take advice from people who have less than me… I already like myself thanks
Hello I am a fairly new facility manager at my job and I am doing my best and trying my hardest to be efficient and grow but I have a new employee that Demands access to systems that aren’t relevant to his job position.
It feels like he micromanages my time
by giving opinions on what tasks I work and constantly checks on me.
He is contacting businesses w/ out me
And contacts upper management w/out speaking to me 1st.
This are not in the scope of his responsibilities and isn’t being a team player to his coworkers. It has gotten to the point where upper management wants to make him my assistant and I find him quite irritating to work with. When I brought up my concern upper management used it against me on my performance review by saying I’m not good with adapting to changes. How can I move forward with this? I still have time to think on how I don’t want this to be a thing…
HI Brandy - sorry to hear you are experiencing this! So, this employee is a direct report of yours - is that correct? I am sure you are doing the best you can. If this employee reports to you then this is a situation where an employee is undermining their manager (you!). It's not about your ability to adapt to change but it might be that you could benefit from management training so you can gain the tools you need to communicate, give feedback, and lead employees. Have you had management training? Is this employee open to feedback? If so, my first suggestion in a situation like this would be to sit them down and give them feedback on their actions and make them aware of the impact they are having. It might sound something like this:
'When you go around me to upper management, here's the impact on the team and the company...or 'here's how it looks to management...' If they are not open to feedback, then this is a performance issue (and not related to you not being able to deal with change. That sounds like gaslighting, FYI). IF the company will support you to come to me group management training, it's online and the next cohort is in Sept.
Leave
What if you work for a company that lets a high performer work or perform then new managers step in and hold it back. Instead of making more sales they keep it mellow.
Thank you for your question Will! There are many reasons this could be happening and I find the situation you describe more prevalent in certain industries than others. Without knowing more about the situation, it could be that they don't want one team, department, or employee to outshine another. It could also be that if the employee is doing well, they fear it will make them (the manager) look bad. It does sound like an approach of an insecure manager. Feel free to go to my website and contact me if you want to chat more: www.shiftpd.com
a lot of rockstars are high performers during concerts. especially in the 70s, 80s...