若何看待团队中的顶尖人才？(国外英文资料).docVIP

如何对待团队中的顶尖人才？(国外英文资料)In your team, if there is one prominent performance of — mdash is better than any other person; stand head and shoulders above others,? If so, this is a wonderful thing for a manager, you can expect that employees bring ideal performance; he doesnt need to be told that they have to think about what other work needs to be done; he doesnt need to be forced or incentive; he is always required to do more.Unfortunately, many managers dont know how to deal with such exceptional employees. They often inadvertently inhibit the performance of these stars, or cause them to seek better opportunities elsewhere. I see many examples of this, managers are not good use of top talent, but quietly suggested the employee “ slowly, ” or “ and then research, or ” “ to wait for the right moment, or ” “ not with others those ideas ”. Ive even seen that some managers allow their teams to reject or marginalized the best performing employees, so as not to let other people “ feel bad, ”.What exactly is this counter-productive behavior behind? Lets first look at the two reasons for these irrational behaviors:The first is lack of confidence. When subordinates are more competent, more energetic or smarter, some managers are not grateful for top-notch employees; instead, they feel threatened. Especially for managers who are concerned with self-image, the employees who perform well have a great deal of anxiety. How can I be his boss if my subordinates are better able to do things better than I do? What should I do if my subordinates seek help and advice from others? What would my boss think if someone in my team knew all the answers? Based on these fears, insecure managers may overuse authority, belittle the contribution of good employees, or even owe a lot of good employees to themselves.The second reason for not employing brilliant employees is lack of imagination. Sometimes managers just dont know how to deal with an outstanding employee. The stiff manager often does not ar