One size does not fit all in personnel management. The most effective personnel policies are built on differentiation, especially between two key groups: “stars” and “just employees.”
But who are these groups, and how should you manage them differently? Let’s break it down.
Who Are the “Stars”?
A “star” is someone who:
1️⃣ Excels in their profession: They demonstrate outstanding—or at least standout—abilities, learning quickly and continually growing. Stars have no “ceiling”; they evolve throughout their careers.
2️⃣ Loves their work: Stars have a genuine passion for what they do. Even in non-ideal conditions, they’ll find ways to dedicate themselves fully. Think of Tolstoy’s famous quote: “If you can refrain from writing, don’t write.” A star can’t refrain—they simply must do their work.
Who Are the “Just Employees”?
The “just employee” is the average worker—consistent, reliable, but unlikely to exceed expectations. Work, for them, is a necessity, not a passion. Their focus is on stability: completing tasks, earning a paycheck, and enjoying life outside of work.
Both groups are essential:
- “Just employees” ensure stability and keep the wheels turning.
- “Stars” drive innovation and growth.
How to Differentiate Your Approach
1️⃣ Individual vs. Standardized Treatment
- Stars need personalized attention.
Once identified, take them out of the system. Your task is to understand their motivations and provide tailored incentives. It’s not just about money—stars need recognition, growth opportunities, and challenges that align with their passions.
A direct conversation might sound like this: “I know you’re a star; you know you’re a star. How can I ensure you stay with us as long as possible?” Keep in mind, stars may eventually outgrow your organization, but the longer they stay, the better.
- Just employees require standardized processes.
For this group, individual approaches are impractical and yield little ROI. Instead, rely on clear personnel procedures, incentive systems, and social packages. These measures will engage some, though not all—but that’s okay.
2️⃣ Communication Needs
- Stars crave context.
Stars thrive on understanding the bigger picture: the company’s mission, goals, and their role in achieving them. They want to “build the temple,” not just “lay bricks.” Engage them in discussions about strategy and purpose—it’s both motivating for them and beneficial for the organization. - Just employees prefer clarity.
For the majority, lofty discussions about vision and mission can feel like noise. Their mindset is straightforward: “Give me a clear task, the tools to complete it, and pay me as promised.” Focus on providing clarity, feasible goals, and consistency.
Identifying Stars Early
Two signs to spot stars:
1️⃣ Exceptional skills: Stars quickly master their craft and continue to grow.
2️⃣ Genuine passion: They enjoy the process of work itself, not just the outcomes.
These traits should be identified early—ideally during the probationary period—because the way you manage stars and just employees must be fundamentally different.
Final Thoughts
Differentiation in personnel policy is key to fostering both stability and growth. By understanding the unique needs of stars and just employees, and tailoring your management approach accordingly, you can build a team that’s both resilient and innovative.
#Leadership #TalentManagement #WorkplaceCulture #EmployeeEngagement #HRStrategy
Discover more from Lev Minikes Consulting
Subscribe to get the latest posts sent to your email.
