How do you deal with a star performer that is a loose cannon?
Posted by Ravi Banda on August 28, 2010
We all would have worked with or come across people in our organizations that are star performers – and these folks can be in a variety of roles, all contributing tremendously towards the achievement of critical organizational goals.
We all appreciate their contributions and most of these star performers are great team players but in this post I want to talk about the star performers who leave a trail of damage behind them, usually this will be in the form of hurt feelings and humiliation in their fellow team members. In the extreme case, these “stars” can cause their teammates to move to different teams or even leave the company.
Even in an organization that puts strong focus on mutual respect and sharing between its workforce the situation can result in
- The star performer’s liability/damage being disregarded by the management as they don’t want to upset the star performer and this worsens the situation (or)
- Coaching is provided for the star performer to help them work better in a team environment
What if the coaching doesn’t work and the star performer doesn’t change his ways?
The star performer should be let go. Simple – an organization’s values cannot be compromised for the sake of an individual how much ever good the person is.
It will be good to hear your experiences on dealing with star performers that are not team players and if / how anything made them change their behavior?