Managing the star performers is possibly the litmus test of talent management for managers. Stars have their own egos and associated quirks. The person must be properly engaged but not overburdened to be non-creative. While positive feedback needs to be delivered, it must not sound excessively reverential. The management training programmes ought to be designed in a manner that the person concerned gets challenged periodically to show his/her innovative abilities. This however, must not be at the cost of developing the next level of performers. These stars must be accorded due autonomy at work. The team leader needs to take care of the group dynamics involved so as not to alienate the others. It must never appear that the star is getting pandered to solely due to his/her productivity. Instead a sense of relationship must be forged with the person concerned. Another important trick is to encourage the star to proactively develop relationships with others in the team.


Uploaded Date:05/07/2017

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