Do I need to hire “stars” in the company? Benefits and Dangers

When a manager starts a new business or expands an existing company, he is tempted to hire or lure a "star" from a competitor - a highly professional employee who produces high results. In the article I talk about how effective this strategy is.

Hiring the right staff is a rather complicated topic if the manager has not undergone specialized training and does not have the necessary tools for "separating grains from the chaff."

There are two main strategies:

1) The selection of young professionals and the training of the necessary staff within the company through training, mentoring, corporate coaching, a well-functioning motivation system. Growing professionals in their own "forge of personnel."

2) Hiring experienced professionals from outside, forming a team of these employees.

The choice of strategy is determined by many factors, for example, the sphere of business or the urgency of solving tasks.

If the leader chooses the second strategy, his team may include an employee - a “star”, on whom the main bets are made.

Who are the stars"?

"Stars" are responsible and professional workers who take part in the main business processes. These are talented, successful employees with an established client base, personal connections, extensive experience and knowledge in a particular business field, knowing their worth. A star can be an employee with unique technology or specialized knowledge.

The head is sure that such an employee will be able to correct the situation in his business by his work and is ready to "bend" under the "star".

What is this expressed in?

The "star" in the company behaves on the principle: "what is supposed to Jupiter is not allowed to the bull." Disciplinary violations are forgiven, individual working conditions are created, and increased premiums and interest are paid. The employer does everything to keep this employee.

Benefits of hiring "stars":

The arrival of such an employee in the company, as a rule, brings a quick and tangible profit:

- increase in the number of sales, - increase in the average bill, - attracting personal stars to the business, - generation of creative ideas, - introduction of new services, - using the relations of this employee in the interests of business development.

For example: a realtor - a “star” can make huge profits exclusively from his personal clients, can bring leadership to the developer with whom he has been working for a long time, and obtain for the company an exclusive right to sell.

The star cosmetologist will lead his client base and introduce new technologies, thanks to which the company will be able to expand its product line and services.

A star lawyer may turn out to be a unique specialist in a narrow niche, for example, in bankruptcy, which will help the company reach large customers and significantly increase the cost of services.

It turns out, to hire a "star" profitable? On the one hand, yes. Such an employee can really improve the company's affairs. But this is only a temporary effect.

What dangers exist when hiring a "star"?

1. The policy of double standards has never held a team together. Other employees, as a rule, begin to be jealous and envy the "star", seeing what conditions the leader created for her. It’s immediately clear who they will be friends against. All this extremely negatively affects the work process.

2. "Stars" are extremely disloyal to the company and the leader. They adhere exclusively to their own interests and remain at this job as long as it is beneficial to them. A few exceptions only confirm the rule.

3. "Stars" undermine the authority of the leader, sabotaging his orders, challenging his opinion, etc. The leader needs to be an extra-class professional and a pronounced charismatic leader in order to gain respect from the "star".

4. "Stars" can become anti-leaders and lead the opposition if the leader makes a managerial mistake.

5. The leader must ensure the "star" career growth, because soon she will become closely within the proposed framework.

6. It is the "stars" who leave the company, taking its best practices and customer base, and organize their own business. The most powerful competitors are obtained from them.

Conclusions:

Of course, companies need "stars", because it is they - key employees - who give 80% of the result. But whether to invite them from the outside or to grow their employees by turning them into "stars" is up to you!

Elena Trigub.