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Garmin Adventure

Outdoor Adventure
The Garmin handheld waterproof GPS range is ideal for those family camping weekends, hiking, geocaching, four wheel drive expeditions and more! Always find your way through the great outdoors and back again with a Garmin.

Golf...

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QUOTE OF THE DAY (10 February 2012): Wisdom doesn't necessarily come with age. Sometimes age just shows up all by itself - Tom Wilson

SUCCESS

Employee Development – Growing Shining Stars

Poor performers in your business will account for about 20% of your staff and take up about 80% of your people management time. What’s most telling is that in nearly all cases these falling stars will never come up to speed. They will leave, or have to be managed out, you simply hired the wrong person.

Usually important work is held back from poor performers and always given to the trusted, conscientious employees - the good performers. Management can’t afford the risk of getting it wrong. In this scenario we have rewarded poor performance by stripping the falling stars of their responsibility and accountability; they don’t have to do any work!

On top of this, these bludgers are getting more attention than the stars who are taken for granted and burdened with additional work, but get paid the same. It doesn’t take a rocket scientist to pick the outcome – The good performers start looking around for an organisation that will appreciate their input. So whilst the manager is trying to catch falling stars, the real stars are looking to shoot off into the blue yonder.

Most managers are poor at managing performance. Its not that they don't believe in the concept, its just that in the pressure to harvest golden eggs they don't get around to feeding the geese.

Your first priority is to hire good people – notice I said good, not great, not super-stars. Your goal is to hire solid A and B players – keep the C players out of the selection loop and cut loose those you have on board now.

Flip the people management equation upside down. Starting today, spend 80% of your time on you’re A and B players. Nurture your A team; don’t take these valued employees for granted. Give them challenges, stretch their goals, and reward them well.

Stars like to hang-out with other stars – like attracts like. Stars enjoy competing with other stars. If you want to recruit or develop internal stars make sure you have another on board they can “play” with.

Yes, stars are hard to manage. They tend to have strong individual traits, they march to their own drum, so be prepared to pamper and have a support team or person. If you can’t afford a couple of stars, or pampering goes against your grain, develop internally. Many organisations have stars sitting under their noses – look for attitude and train for aptitude.

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Also See: www.assess.co.nz

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