Many of my loyal readers have asked me to write about how to deal with “middle stars” and “falling stars” on their team to reduce conflict in the workplace.
The biggest conflict is how NOT to burn out your “superstars” because they do what they do so well. At times leaders stop asking the “falling stars” because they under perform.
Are you asking yourself…”Joyce tell me all ready what do I do with these unmotivated people?”
Ok, here is how I have helped my clients get control of this issue.
Who are the “middle stars?:
- Some days they are great and other days they are not so great.
- They are inconsistent.
- They may not want to be “superstars” and only want to do their work and go home.
Here’s some ideas on how to deal with “the middle stars.”
- Are your expectations clear when you communicate with them?
- Do they know how they will be held accountable?
- Are they facing obstacles that are stopping them?
- Can they be mentored by a “superstar?”
Remember, every person will not be a “superstar.”
- These people can either move up and improve or move down and become a “falling star.”
- You have to decide if they can be saved.
- You can give them the tools and training.
Who are the “falling stars?”
- This is usually not a large group.
- Their impact WILL take up your valuable time.
- They fail to carry their fair share of the work.
- They are uncooperative.
- They are chronically late.
- They are just getting by.
- They need to improve or be replaced
You are not doing your job if you are not taking care of this group!
You can involve both of these groups to see if they want to grow
- Invite them to meetings and ask for their input.
- Delegate easy tasks to see if they follow through.
- Ask them to give short presentations to their team.
I coach my clients to tell every new employee that “dead weight” will not be tolerated.
Remember, you get what you tolerate!
Identify these people and either train them or find others who can take your company far into the future.
Concentrate on taking the “falling stars and middle stars” to the next level.
Recognize your “superstars” so they don’t disengage.
This will help you reduce conflict in the workplace immediately.
Your “superstars” will get the positive attention that they deserve and your “middle and falling stars” will learn what they need to do to continue being part of the team…or not.
Raising the bar of your organization will help you be successful in the future.
Was this helpful?
Please share how you handle your disengaged employees in the comment section below this blog post.
Feel free to share any of Joyce’s blog posts with your team or others who you feel will benefit from the ideas…
Just be sure to give Joyce Weiss credit for the information.
Until next time,
This is Joyce Weiss, Conflict Resolution Consultant
I help others have tough conversations so they get a better night’s sleep!
Remember…You Get What YOU Tolerate!
