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Stellar employee abused by peer
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Stellar employee abused by peer
Discuss workforce management, performance management, retention, communication, motivation, contributing to business results and other topics.
I have a young woman working in my department. She overachieves, takes on added responsibilities without complaint, and is in everyway a perfect example of an overachieving, superstar, or stellar empl
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Forums » Topic Forums » General Forum » Stellar employee abused by peer
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Stellar employee abused by peer
posted at 7/19/2011 7:13 AM EDT
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Posts: 544
First: 9/27/2004 Last: 9/13/2011 |
I know you don't agree, frankly this is part of the reason why we are facing a global talent and skill shortage compounded by a leadership crisis. You are not seeing the big picture. There is a difference between Kiki Vandeweghe and Larry Bird. We need to get to the basics of teamwork dynamics.
Sometimes high performers need to be redirected in such a way that they can continue to grow without demoralizing others. Both to protect their egos from jerks and to help them be more inclusive and elevate teh entire team. This post reeks of that need. |
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Stellar employee abused by peer
posted at 7/19/2011 8:11 AM EDT
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Posts: 2442
First: 2/12/2000 Last: 9/14/2011 |
"There is a difference between Kiki Vandeweghe and Larry Bird. We need to get to the basics of teamwork dynamics."
There may be a difference but this difference is not the same as the one you are describing. In your example you are talking about talent levels of people that are already way beyond average just to get to be on the team. Not a comparison to this posting issue. The egos of professional basketball players that are at that level is not a true comparison. The insecurities/inadequacies of the folks described in this posting is the difference between the NBA starters and college players. It is the coach's (read manager's) role to make this work by first improving the skills of the players on his team. Larry Bird is not going to teach them how to pass or shoot free throws....... |
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Stellar employee abused by peer
posted at 7/19/2011 8:47 AM EDT
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Posts: 544
First: 9/27/2004 Last: 9/13/2011 |
I meant that both were high scorers but Larry Bird was the better team player and therefore was a much better contributor overall. When you have a steller performer it can be hard to use that as your standard without making people feel like they will never measure up, but you can engage that talent to inspire others. In order to do that you have to let a little wind out of their sails and keep them grounded in the big picture.
I have had this argument with the regular posters before, many don't think that it is our place to offer career advice, but I see it as a duty. And no I am not an executive coach, but I have had some wonderful mentors. |
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Stellar employee abused by peer
posted at 7/19/2011 9:00 AM EDT
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Posts: 2442
First: 2/12/2000 Last: 9/14/2011 |
"In order to do that you have to let a little wind out of their sails and keep them grounded in the big picture."
This is where I disagree with you. You should not have to let the wind out of anyone's sails. Strong egos (like Larry Bird's) is part of what makes them the great contributors that they are. |
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Stellar employee abused by peer
posted at 7/26/2011 5:39 AM EDT
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Posts: 1
First: 7/26/2011 Last: 7/26/2011 |
Not sure I agree with you, Deltac. After all, this did not occur during work, but during "typical office banter". A discussion of "Batman" cannot be considered part of the work of the office. If this male peer is so antagonized by this team member "Ann" that he feels the need to treat her this harshly, the team is broken beyond repair. While there may be room for Ann to grow in her team building efforts, there is no indication that she is not already doing that. Rather, this incident shows a deep seated hostility on the part of the male peer, which is supported by his other actions. I may be wrong here, but it seems to me that to bring in the issue of team building regarding this is to stigmatize the victim and does nothing to fix the problem. |
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Stellar employee abused by peer
posted at 7/26/2011 5:45 AM EDT
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Posts: 3
First: 6/19/2007 Last: 7/26/2011 |
I'm a little late coming to the show here.
While the underperformer's behaviour is not acceptable, I wonder if the issue gets a little cloudy because of his gender, versus his female overperforming counterpart. If the situation was presented as both males or both females, would anyone's perpsective change? I'm not making apologies for his actions, but his supervisor should recognize that he feels threatened by the success of others and determine if it's a shortcoming that may never be fixed, or a symptom of something out of his control. Is he getting the same level of support, training, opportunities, etc.? I would be cautious in just making assumptions about sour grapes, despite his boorish behaviour. |
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Stellar employee abused by peer
posted at 7/26/2011 6:40 AM EDT
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Posts: 11
First: 4/27/2010 Last: 8/16/2011 |
I recognize that I am going against the grain of the consensus of the other comments -- and that discretion is, indeed, the better part of valor -- but I do tend to see this as a de minimus type situation. At most, I might counsel each employee privately, the young man regarding the effect his resentment appears to be having on his ability to be a teamplayer and Ann on the possible need to develop a thicker skin, if she is going to be able to continue to progress in the rough-and-tumble reality of the typical workplace. |
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Stellar employee abused by peer
posted at 7/26/2011 8:04 AM EDT
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Posts: 1
First: 7/26/2011 Last: 7/26/2011 |
I manage with three rules: Do your best; Do the right thing; Be respectful.
This infraction breaks two of them. I'd be sitting the mediocre performer down and explaining how this note and attitude are unproductive by these rules and insist on an attitude change or suggest the employee would be better suited in a company with a different culture. |
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