In praise of steady performers – are you looking after your quiet stars?

Recently during some of my management development groups, we’ve been talking about high performers.  It always comes up as a topic.  Some consider them like unicorns, some feel they have at least one in the team, others are terrified of losing them, so the conversation turns to how you keep them happy and challenged in the team.  Occasionally we get so starry eyed about our star performers, we neglect everyone else.  The same can be said of our team members who aren’t performing well.  It’s one of those sad management truths that we spend a lot of our time on people who don’t give a lot back.  Ah the joys of management.

While we are cramming every spare moment in to supporting our high and low performers, what happens to those in the middle?  The terms for someone who is neither at their peak, nor at the end of your tether, are so awful: satisfactory, middle and solid performers… yuck – who wants to be described in such stodgy terms? 

I’ve decided I’m renaming them and I’m going to call then our Quiet Stars. Because often, that’s exactly what they are.

Do you think you might have one in your team?  Check out these characteristics. 

• They get the job done with the minimum of fuss
• They take pride in getting their work done within their allocated hours
• They are happy in the job they’re in
• They get described as a “safe pair of hands”
• They get the less exciting work – without accolades or noticeable triumphs
• They support other team members
• They tend not to put their hand up for the plum assignments
• Their results sometimes go unnoticed, but boy do you miss them when they’re not around
• They are co-operative and collaborative
• They take up less of your management time.

If your team member fits a few of these, then chances are you have a quiet star in your midst. If so, the tendency is to leave them to it – even ignore or neglect them.  It’s understandable, you’ve got enough on your plate.  It’s also a big mistake to ignore your low maintenance people.  They are the bedrock of your team and deserve your time too.  Equally they may not want to have the light shined on them too much or too often, so here are three things you can do to support your steady performers:

• One to ones. Honour their one to ones with you as you would anyone else’s.  It’s easier to cancel them if you’re pushed for time and they are telling you they’re fine and don’t need them.  Have them anyway.  It’s a chance to check in, it shows they are valued and it means they are treated equally.
• Development conversations. Just because they don’t appear to want development, don’t stop asking them.  We always recommend one in four catch ups at least, should be more developmental, where you focus on future aspirations rather than current business priorities.  They may not want promotion, but progression can be gentle.  They may be interested in improving a system or process, engaging in some learning or mentoring another team member.  So, keep that part of your conversations going.
• Recognise them. Show them they are valued, in a way that doesn’t embarrass them.  Elevate their status in the team by appreciating what they do and say and shining a light on their work and contribution. Show how you reward and need consistency as much as you need flashes of brilliance.

High performers are fabulous – they can also be exhausting.  The same can be said of low performers… without the fabulous bit.  And in the middle, you have those who quietly get on with it. The person giving you the most good energy and good work, might be the one you haven’t really noticed, because their star shines quietly.  I suggest you start noticing them.