Not all employees have equal value.......

A while ago a young friend of mine told me that she was petrified of facing interviews and selection processes.I was taken aback because this particular girl has a wonderful presence, a calm demeanour, is very articulate and to top it has a wonderful smile ! ( the strengths far outweigh the weaknessess )We are generally ( except for narcissists ) are our worst critics and my advise is to look at your strengths while managing your weaknesses and not to get bogged down by what we are not endowed with.

This is a debate which has gone back and forth for quite a while and as far as I'm concerned the truly successful ( not necessarily rich ) are those who leverage their strenghts, not those who keep trying to buttress their weaknesses.

Continuing in the same vein, I'm amazed at many an organization's inability to recognize its best people and work with them.Most organization's generally ponder upon their laggards and furiously debate as to either how they may be improved or jettisoned, even while ignoring their best performers ( who are expected to perform anyway).This to me is inherently flawed, because most high performers look for constant feedback and appreciation.

It would be prudent for organization's to identify their best people and closely monitor the loads that they carry.You do not want them to go up in flames and burn out or look for other pastures, as the job market for high performers is very competitive and alluring.

As a manager you do not want to be left holding the can and your under performers while the better ones have moved on. It is fundamental that you 're recruit' your top performers at regular intervals, by incentivizing them, not necessarily with money but by recognizing them and showing them that you care.

As a manager show your high performer that you value him/her. Many a time a pat on the back and an informal thank you will have the job done.Ignoring your best talent is done at your own peril because remember, your competitor is just around the corner waiting to snare your numero uno employee.

The 'Hawthorne Studies' are an example of this phenomenon. Just by creating a special group scientists found that employee productivity went up and sustained itself.

Hiring great employees is one part of the story, keeping folk motivated and gung ho is the tougher act to follow........