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When a Superstar Starts to Suck
When a Superstar Starts to Suck
Superstars do not go from ah-mazing to a problem, for no reason!
If you have an employee who used to crush it, set the standard, had an incredible attitude, who is now checked out, bitter, missing deadlines, and underperforming, it's time to do some work that few leaders will ever choose to do.
You see, when a superstar becomes a problem what often happens is that their bosses:
- Shame and guilt-trip them.
- Judge them.
- Micromanage them.
- Turn up the pressure on them.
- Or quietly give up on them.
So instead of assuming the worst, here's what great leaders do differently:
1. Get Curious Before ConvictingInstead of coming in guns blazing, try something like this...
"Hey, I've noticed a shift, and this isn't like you. What's going on?"
That one line could do more than any formal write-up ever could. It says: I see you. I care about you. I still believe in you. And, something needs to change.
Yes, it takes a little courage and the willingness to have an awkward conversation. But I've coached many leaders through this exact conversation—and it often opens a door to a deeper understanding of what's really going on, and how they can help.
2. Dig for the Real "Why"
People don't just stop caring out of nowhere. Maybe they're experiencing personal issues. Fed up with a toxic teammate. Feeling burned out. Bored. Or just tired of the corporate BS.
When I work with leaders I help them identify the real stuff that's lurking below the surface with their people. Too many leaders try to "solve" their underperforming associates with the wrong "solutions." So instead of looking at people as a problem that needs to be solved, try these questions...
- "What's different between when you felt energized and excited and now?"
- "What's felt off lately?"
- "What would help you get excited and engaged again?"
The key is to ask good questions and listen to the answers, without judging or assuming motives or intentions.
3. Create a Comeback Plan...Together
The key here is that this isn't a punishment plan. This isn't a, "Well now I'm going to micromanage you plan".
This is a comeback plan.
Reestablish expectations of performance, get clear on the support your team member needs, commit to your team member that you will do what you can to support him/her, and ask for a commitment as well. Then stay engaged in the days ahead, giving both positive and corrective feedback as needed.
When I've coached leaders through this, the shift is immediate. And not because the pressure is on, but because they feel seen again.
I know, I know, some of you are thinking, "But, Rommel, that feels soft. I don't have the time to do that stuff!" What I'd tell you is that it's not soft. It's smart.
Most leaders write people off too fast.
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