Comments on: How to Turn Average Performers into Rockstars

By: Eva Rykr » Blog Archive » Assembling a High-Performance Team

Eva Rykr » Blog Archive » Assembling a High-Performance Team — Wed, 28 Apr 2010 17:34:39 +0000

[...] of March, what are the behaviors that will allow that to happen? Define those metrics and then expect all the team members to perform at that standard. As a team leader you can do three things to set standards of [...]

By: Carnival of HR Mardi Gras Edition

Carnival of HR Mardi Gras Edition — Wed, 17 Feb 2010 07:06:25 +0000

[...] Continuing our discussion of motivation, Mr. Renegade HR himself, Chris Ferdinandi, wants your thoughts on How to Turn Average Performers into Rockstars. [...]

By: Chris Ferdinandi

Chris Ferdinandi — Thu, 04 Feb 2010 18:48:36 +0000

@Kevin – Thanks for the comments! I’m glad you’re enjoying your internship, and looking forward to a career in HR. If there’s anything I can do to help you, please let me know.

By: Kevin

Kevin — Thu, 04 Feb 2010 17:36:06 +0000

Chris, I totally agree with what you say when you talk about treating your employees like rockstars before they become rockstars. In my current internship my supervisor has had me reading books on appreciative inquiry where we look at the positives instead of the negatives all the time and their is a definite upside with treating your employees as their great because then they will want to be great for their employer. I think this is an especially helpful thought as a person looking toward HR as a profession.

By: Chris Ferdinandi

Chris Ferdinandi — Wed, 03 Feb 2010 01:57:16 +0000

@Bret – I don’t. I’d wager that a majority of my readers don’t either. And I’m starting to doubt you’re even talking about my article, because no where in there do I blame employees for anything.

A quick glance at the About page of this site will tell you that I’m a big proponent of stepping up the game for HR peeps and the managers we support – implementing systems and processes that help employees do their best work.

Show me a flawless selection system – one that doesn’t at least occasionally end up with a poor cultural or job fit. You can’t. There’s no such thing. Even the best selection systems mess up.

Can we do a better job at it? Sure. I agree that HR pros need the best selection systems we can get. But even the best selection systems produce errors.

By: Bret Simmons

Bret Simmons — Wed, 03 Feb 2010 01:19:23 +0000

Then why did you hire them? Why do you continue to turn a blind eye to your crappy selection system, blaming it instead on crappy people that just don’t “fit”? That’s the abdication of management.

By: Chris Ferdinandi

Chris Ferdinandi — Wed, 03 Feb 2010 01:16:30 +0000

I agree with Wally too, but I think I’m interpreting what he’s as still focusing on individuals, but on all individuals. Wally, correct me if I’m wrong.

Bret, I’m not entirely sure I get your rising tide metaphor. Some people just aren’t going to be a good fit for the role or the organization.

By: Bret Simmons

Bret Simmons — Wed, 03 Feb 2010 01:15:12 +0000

Concur 100% with Wally. I would much rather focus on creating high potential systems allowed everyone to impress the socks off of my customers than hoping I could find those rare people. Any effort you invest in an individual becomes localized in that person. Spend your effort getting people to partner with you to improve your crappy systems and now your effort is leveraged across your entire workforce. All ships rise, not just the ones you think are the yachts.

By: Wally Bock

Wally Bock — Wed, 03 Feb 2010 01:07:11 +0000

I don’t think we disagree on that, Chris. I think part of the way that organizations care for their people is to help them find roles that fit their passions and abilities. I just don’t want that to be something we only bestow on “hi-pos.” In most companies, we fit people to jobs. How would work look if we fit the work to people?

By: Chris Ferdinandi

Chris Ferdinandi — Tue, 02 Feb 2010 19:36:05 +0000

@Wally – Self-fulfilling prophecy indeed! High-performing vs. high-potential… interesting concept. The only fear I’d have with that is the employees who would (or could) be high-performing in a role that was better aligned with what they’re passionate about and good at.