Did you know that one super star employee can have a huge effect on raising the standard of work in your organisation?
If your team is a little lacklustre in their performance and you introduce a real go-getter, it can have the effect of positively increasing the morale and productivity of the whole team. People are influenced by those around them. I am sure you have heard the old adage of surrounding yourself with the sort of people you aspire to be. I know anecdotally that I am unable to spend a large amount of time with very negative people, as it can affect my own mood, so I try to spend more time with positive people.
US economic research organisation, National Bureau of Economic Research, completed some research into this back in 2014, finding that ‘superstar employees can bring out potential in their colleagues’. Studying university academics, they defined superstars as those in the 90th percentile based on citation weighted publications. They then looked at the output of these academics for their departments, their effect on improving others in the department and if there was any increased ability to influence other ‘star performers’ into joining the department based on the input of these individuals.
The study found that not only did the department output increase, but the quality of new hires increased within a 12 month period of the super star being employed. The implications of this research demonstrates how important it is to hire top talent for your organisation.
To effectively do this, you need to be very clear from the start exactly what you are looking for. What are the skills and attributes you require? What responsibilities do you want this person to undertake and what results would you expect to see, if you had a successful person in this role. Creating an ‘Avatar’ of the perfect talent you are looking for, can assist you with clarity around what you want. Remember, however, never be enticed by skills or experience, over attitude. Attitude always tops everything else: The most highly skilled and talented candidate will never be successful if they do not have the attitude required.
It all comes down to trying to recruit the right talent initially. There is an old saying in recruitment circles ‘Everyone wants Jesus Christ, but they are only willing to pay for John the Baptist’! Think about this reality; you need to pay the dollars to attract the talent. Another old fable springs to mind, ‘pay peanuts and you get monkeys’!
If money is an issue for you to be able to afford the right talent, look at what else you may be able to offer – additional training; different opportunities or a role that has been put together to give increased responsibility and seniority to the new worker. People are rarely motivated by money alone.
As stated earlier, work out exactly what it is you are after, so you have a really clear picture of the qualities that make up your star employee.
Talk to other workers who are at the top of their field, they may have colleagues or know of others who are looking to expand their horizons. Talent usually hangs out with talent and so networking with workers who have proven themselves can be another good idea.
Finally use a solid executive recruitment partner such as 923|Executive, who has experience, networks, contacts and abilities to source the right talent for your organisation.
Important Note: These articles have been prepared for general circulation and are circulated for general informational purposes only; these articles should not be regarded as business or investment advice. The articles represent the views of the writers and are subject to change without notice. Additionally, while every care has been taken in the preparation of the articles no representation or warranty as to accuracy or completeness of any statement is given. An individual or organisation should, before any business or investment decision is made, consider the appropriateness of the information in this document, and seek professional advice, having regard to objectives, situation and needs. This document is solely for the use of the party to whom it is provided.