taking care of your all-stars

Once you really understand who your all-stars are, it’s key to take active steps to discuss their growth with them during regular, direct, career-focused conversations. Take them out to lunch or dinner, or on a one-on-one walk through the park. Get to know them on a personal level, if you haven’t already, and forge a genuine connection with them. Learn what they want—their direct career goals and priorities, yes, but also what they imagine for themselves in their wildest dreams. 

To generate your own ideas for keeping your all-stars engaged in fresh, inspiring work, consider the gaps that would arise if their managers were suddenly gone. What would you do? Who would you call on first? This thought experiment can unearth useful, motivating challenges your all-stars can take on now, while building resilience into your corporate structure. 

Encourage those all-stars, even if it means they may fly the coop. President Harry Truman famously said, “The best way to give advice to your children is to find out what they want and then advise them to do it,” and this applies to rockstar employees as well. While it may sound antithetical, knowing that they have your blessing to leave often makes them feel secure enough to stay. A superlative employee who knows she could work anywhere will stay with a company that values her contributions and professional development, gives her flexibility to look after her family and health, and demonstrates a willingness to cut her slack when she needs it.

-ben