"If you want to ruin business, hire stars!"

To begin with, let's define what is "star fever" among employees? In principle, all analogies with show business are quite appropriate - an employee did something outstanding, achieved unusual or non-standard results, brought something to the company, came up with and implemented an idea, in general, stood out from the general background. He is applauded, praised, paid bonuses and bonuses, noted at the planning meeting, set as an example to other employees. Very few people have immunity to recognition, most often against the background of a sharp and successful “take-off”, star disease develops.

A person can lose touch with reality, imagine himself exceptional and irreplaceable, stop developing. Wikipedia defines star disease as a personality deformation with a clearly overestimated attitude towards oneself and a distorted attitude towards reality under the influence of success in any activity. And nothing good can be expected from a deformed personality.

The main symptoms of the disease:

• Contrasting yourself with the team (but who are you here anyway?)
• Positioning yourself as an irreplaceable employee (everything rests on me, where are you without me)
• Disdainful attitude towards colleagues, provoking conflicts
• Demanding special working conditions, higher wages
• Blackmailing the leader (I’ll take it and quit, and everything will collapse here)
• Chronically late for work (I'm not late, I'm late)
• Refusal of certain work (this is not a royal affair)
• Undermining the authority of the leader (yes, he was generally appointed by pull)

What is the threat of the appearance of a "star" in the company?

First, it is the undermining of the foundations themselves. The truth "what is allowed to Jupiter is not allowed to the bull" - no longer valid. A star employee claims the maximum benefits, while striving to invest in return as little as possible. Why try? After all, he is so good!

Secondly, it undermines the team. Upstarts are not liked anywhere. It is quite natural that the rest of the employees begin to look at the authorities disapprovingly - they are offended that someone gets more bonuses and benefits with less effort.

Thirdly, the quality of work begins to suffer. A “starred” employee may decide that he has already done enough for the benefit of the company, and start working carelessly, neglecting his duties

Fourth, the business as a whole is under attack. You have no guarantees that at some point such a subordinate will not leave you, taking at the same time the client base. You cannot be sure that your reputation will not suffer: the dream of a quick start can cause a desire to discredit the company that has grown the “star” in order to get rid of a obviously stronger competitor.

Originally Russian questions - who is to blame and what to do

To the first question, I have an unequivocal answer - the leader is to blame. "Stars" begin to shine where the leader neglects (consciously or unknowingly) his direct duties, where business is carried out spontaneously, there are no clear rules, initiative, ambition, creative approach to work, etc. are required from employees. By looking at the requirements that a company places on new hires, it is very easy to determine what the level of chaos is in the company. If the vacancy announcement says that “active, ambitious, creative people with a high degree of responsibility and independence are required” - you know, with a 99% probability it can be assumed that the manager himself does not know HOW the employee will achieve the goals that will be in front of him placed, therefore looking for a potential (or already held) star. And the desire to hire sellers "with their own client base" is a sure road to collapse.

From the very beginning, you will be held hostage by such an employee, and if you suddenly offend him with something, he will leave you with this base, taking yours as well. If the manager does not have a clear idea of ​​what and how (and often and why) employees should do at each workplace, then he is forced to hire “specialists” who, it seems, should know what to do, thereby giving control levers business into the hands of the "stars" and putting business at risk.

Undoubtedly, there are businesses that require people who are able to generate new ideas, look for non-standard approaches, new opportunities, where talents are really needed in large numbers. The most striking and well-known example of such a company is Google. But in the case of Google, such a policy is conscious, the goals are clear, and a policy for managing talent and star teams is built. In the overwhelming majority of Russian companies, "stars" appear where there are managerial holes and managerial incompetence.

What to do if the “star” is already shining a bright light in the sky of your company and its destructive influence is already evident?

First of all, weigh all the risks. What happens if you fire a star right now? What is worse and more dangerous - to fire a star and lose an important client and / or information or lose control of your business, get problems in the team or other negative processes that will develop if the star continues to operate? I give my head to cut off, in most cases, the dismissal of a star is the lesser of evils. But managers do not do this, because, firstly, they basically do not know how to fire and are afraid of it, and secondly, they can be under the strong influence of this “star” and sincerely believe that the dismissal will have irreparable consequences for the business.

I know one company in which the head for a year and a half could not decide on the dismissal of a "sick" employee. During this time, conflicts in the team took on such a scale that really valuable and conscientious employees began to leave, who simply could not work in such an environment. And all the resources of the company were directed not to business development, but to overcoming the conflict. One can only guess how many customers were lost and how much profit was lost during this time.

If, after weighing all the pros and cons, you still come to the conclusion that firing a star is very risky, then your primary task is to get from the star what you value it so much for. For example, if important clients are closed to this employee, then give the star an assistant (after all, it’s not worth it for the star to do the dirty work herself), who will delve into all the details and get all the necessary contacts. Or send the star on vacation, and in her absence, distribute responsibilities to other employees.

In some cases, quality feedback can help. By the way, insufficient or poor-quality feedback from the manager can also be the cause of star fever - the employee simply does not know what kind of world he is in and lives in accordance with his ideas. But in most cases, dismissal is still unavoidable, it's just a matter of time.

What can be done to minimize the risks of developing star disease for the future?

In a nutshell, my answer is this - to regulate everything that can be regulated.

Schemes that work!

1. Optimization of sales departments by conveyor type.

The bottom line is the distribution of responsibilities between employees in such a way that different departments participate in the process of interaction with the client. In particular, assign cold calling and pre-filtering to the "search" department, the conclusion of contracts (actual sales) - to sales managers, work with current customers - to the support department. As a result of this conveyor method, the client cooperates with the company, and not with one specific person, which allows him to form a loyal attitude towards the enterprise as a whole.

What is the benefit?

Minimization of the cost of paying for the work of highly qualified specialists: ordinary performers are suitable for work in the first and third departments, for whom it is enough to act according to the prepared template.

No risk of losing customers: Star salespeople won't steal your customers because they don't have the opportunity to develop close relationships with them and play on it when leaving for a competitor.

Increasing the efficiency of the middle management: without wasting time on paperwork, sales managers have the opportunity to focus on their immediate task.

2. Having a plan "B".

You should not be afraid to lose a "star" employee who provides a significant income to the company. However, it is also impossible to approach this decision from the standpoint of managerial irresponsibility. The way out is simple - to grow a new shift in parallel. Investing in your peace of mind and uninterrupted work of the team is an adequate investment.

What is the benefit?

You will protect your enterprise from the loss of leading specialists - in the event of a sudden dismissal, illness, etc., they will be safely replaced by other employees.

Rapid training and interchangeability of personnel will create healthy competition in the team and increase the effectiveness of work.

3. Divide and conquer.

This long-standing proven principle also helps a lot if it is necessary to reduce the star rating of the staff. The creation of at least two points of influence allows you to prevent the development of strong personalities in key positions who can cooperate against the leader, break away and organize their own business, stealing customers and appropriating common practices.

What is the benefit?

Easier control over the company at the level of all links.

The dependence of the company on specific employees is removed / reduced.

Reduces the risk of a new competitor.

4. Dismissal of the "star" employee with the prospect of further cooperation.

Often this is a justified and adequate way out of the situation. A subordinate who has matured for independent business gets the opportunity to try himself in a new role, you - with a competent, friendly parting - the prospect of obtaining customers at a certain percentage.

What is the benefit?

The tension in the team is relieved by removing the irritating factor.

You confirm your leading positions and the status of a competent leader.

As a result, the flow of customers to you does not decrease, but continues to grow - due to further cooperation with the fired "star".

What will result in the total regulation and standardization of the main processes?

Thanks to the optimization of the enterprise, clearly defined schemes and work technologies, you will receive:

• Lack of dependence on specific employees,
• Possibility to hire less qualified and therefore less expensive staff
• Reducing the time and cost of training new employees
• Increasing employee loyalty and manageability.
• Reducing the risks of the emergence of competitors - natives of the internal environment.
• Absence of the threat of "draining" the client base into a competing company.
• Increasing revenues by structuring processes at all stages of work - from cold calling to closing the deal.
• Increasing the customer focus of employees and the level of service of the company
• Improving the overall efficiency and manageability of your business.

Star sickness staff is a serious problem that requires a comprehensive systemic approach. The proposed tools allow you to build a new scheme of interaction both within the team and "outside", between employees and customers.

After a long winter break Spartacus"Held two different matches, which ended in different ways. CSKA lost, won against Amkar. The opponent was of a different level, but the same team, Spartak, came out against them. In three halves, in total, we saw one Spartak team, and only in the second half against Amkar there were changes that affected both the quality and the content of the game. Which ultimately affected the result of the meeting in favor of the red-whites.

CSKA and Spartak had the same amount of time to prepare for the season. But, for some reason, in that match, the army team looked fresher. I recently spoke with one of our best modern trainers. And here he tells me, among other things: we take the indicators of the players before the match - everything is fine, the team seems to have to come out and play great. And she appears and begins to crawl across the field. Here I go and think why this is happening ...

There are many different factors that affect the human body. Perhaps, for the match against CSKA, Spartak had not yet gained the necessary conditions, had not found that ease in the game, which could have influenced the result for the better. And what did we see? The army team did not give freedom in working with the ball, blocking all zones. Spartak was inferior in almost all respects. Yes, it also happens that, yielding in everything, the team, nevertheless, wins. They slipped, hit, it turned out to be a rebound and the ball ended up in the goal. And the second one has a lot of chances, but no goal. So, back to the three halves mentioned. I did not like the staging of the Spartak game in them. You always expect from your team some kind of attacking actions that create sharpness at the opponent's goal. But this requires performers.

It was said at one time that Shirokov was allegedly interfering with Popov. That Popov cannot get comfortable next to him, because the players seem to be similar in the way they play. Although, in my opinion, there is no similarity there. But, one way or another, we no longer see Shirokov in Spartak. What was Popov's game like? What it was: torn. It may shine, but there is no stability. Or take Melgarejo. What do we expect from him and should we expect it? It is clear that only the game will judge everyone. However, there are always some preliminary facts for reflection. When one or another player is invited to the club, they look: where he played, how he played, what indicators he has. After all, we still want to see a trendsetter in Spartak, don't we? The team has not won a trophy for several years? This is true. But the desire to rise to the first place did not go anywhere. Therefore, those people who replenish the team should understand this. They must meet a certain level. Where did we get Movsisyan from? From Krasnodar. He was good for that team. For "Spartacus" it did not. Why? Because the Spartacists build their game a little differently. The requirements for each newcomer are also different, more exaggerated. Movsisyan did not rise to these demands.

Spartak needs performers. And now they are not. Although there should be five or six such people in each team. This is the backbone, which in everything: in terms of psychological stability, in terms of physical and technical indicators, must stand above the rest. This is a kind of untouchables who constantly play in the composition. And, if one of them falls out, then the question arises of a replacement. Sometimes it becomes a headache for coaches, because replacing each such player is a difficult thing. It must also be of equal value. What is Melgarejo obliged to do by going to Spartak? Of course, add in all directions. I do not think, for example, that he is guaranteed a permanent place in the squad. Melgarejo needs to earn this place. As deserved, for example, Bocchetti. Yes, he can make mistakes too. But it is clear that a person is sick with a soul. He makes noise, shouts, shows something to someone all the time: move, do it ... The worst thing is indifference. When you go out and play according to the scheme - as it turns out, so it will turn out. Which is absolutely wrong.

I keep repeating: Spartak needs leaders. We need to take players to several positions at once, wherever these leaders do not lower their bar below a certain level. What, for example, happens to Promes? Opinions on this matter may vary. I think that here, most likely, we should talk about "star fever". Nobody has canceled it yet. And sometimes she comes unnoticed by a person. It seems that the player, in his opinion, behaves all the same, but in fact, in the eyes of others, he, reaching some heights, begins to change. He is sure that now it is necessary to look at him differently, treat him and communicate with him differently than before. Show more respect. It can be seen that the guy, as before, is trying, but something does not work out.

During the break of the match with Amkar, I talked a little with Leonid Arnoldovich Fedun. And we agreed that we have no striker ahead of us. How to score? Promes, as a rule, is used to creating sharpness from the flanks, and in this meeting he was either going to lead the game, or close the passes of his partners ... As a result, he simply got lost. And it's always easier to play against that. When he does not have any confidence in himself, in his actions. Then he left. He is a penalty area player. Finishing off the ball, fighting in the air ... This player only needs to be served. Promes another. He needs action width. If he gets the ball one on one with an opponent, he can deal with him quite easily. Before the release of Ze Luis, we just brought the ball to the penalty area and that's it. Further, in the depths, we didn’t have a person, there was no one to give the ball to.

Of course, you can play ahead in a different tactical scheme. I do not rule out that the one that Spartak initially used could also work. But then you need performers who are required to do everything right. Perhaps the players of the attack group did not understand Dmitry Alenichev. I think that due to the control of the ball it was supposed to pull the defenders over, open the zones and both Melgarejo and Promes could break into these zones from the depths. Did not work out. To which the coaching staff reacted. Rebuilt. Therefore, Alenichev took the right step by releasing striker Ze Luis instead of Melgarejo. The result has been...

Alexander Mirzoyan

26.06.2019

The phrase "star disease" is at the hearing of modern man and is most often used with condemnation in relation to famous people. But not everyone knows that this is a psychological term, which means one of the forms of personality disorder, often having common features with Let's get acquainted with the causes and symptoms of the phenomenon.

Description

Star disease is inherent not only to celebrities who amaze the public with their whims and oddities of behavior, but also to ordinary people who begin to put themselves above others, behave defiantly, lose friends and get many other problems. There is nothing good in this phenomenon, but a person suffering from such a disorder is unable to do otherwise. Most often, the root cause of personal deformation is success - an increase in the personnel ladder, a well-appreciated work, a project implemented. Praise and delight turn one's head, giving rise to a person's thoughts about his own uniqueness, genius.

He begins to mistakenly live by a double standard, believing that he, the "star", is allowed much more than "mere mortals". This is, in general terms, star disease.

Manifestations and signs

Many can recall how famous people behaved arrogantly and defiantly. But what are the signs of star disease in psychological science? There are several of them:

• Unjustifiably high self-esteem, exaggeration of one's own significance and achievements.
• Confidence that other people are "worse".
• A painful need to constantly impress others, to be in the spotlight.

Deviation is quite dangerous, because it leads to the degradation of the individual. At the same time, people can put themselves on an equal footing with some others (who, for example, have achieved a similar result), and this is precisely what distinguishes the state from megalomania.

Causes

Consider the factors that could cause star fever in a person far from show business, they can be divided into internal and external. For convenience, the data are presented in the form of a table.

Various combinations of these factors can lead to the occurrence of this deviation. For example, if a person with inflated self-esteem achieves unexpected success, it can "turn her head" and lead to star disease. Then even the closest environment will be perceived by this person as people unworthy of her attention.

Symptoms

How to recognize a person suffering from this personality deformation? The components of star disease will help, which include:

• The desire to always be in the spotlight.
• Envy of someone else's success.
• Inattention to relatives and friends, complete concentration on one's own person.
• The opposition of two forms of relations - to oneself as to a higher person, self-aggrandizement, and others, belittling their role.
• Often such individuals allow themselves to violate the norms accepted in society, because they consider themselves above them.

Also in the special literature you can find the term "narcissism", narcissism, it has much in common with the considered deviation. Such a person does not just behave arrogantly, he is sincerely confident in his superiority and believes that others are of the same opinion.

Treatment

What to do if a person falls ill with star disease, can it be cured and how? This is possible, since the deformation of the personality is still at the initial stage, but the person suffering from it does not understand the problem, therefore it is unlikely that he will turn to a professional psychologist.

Relatives can help him dispel illusions by setting a difficult goal, making it clear that not everything has been achieved and there is something to strive for. Only honesty will help the "stars" descend from heaven to earth and understand that they are no better than others. If, out of love, turn a blind eye to their whims and whims, then the deviation will only intensify and it will become much more difficult to defeat it.

This deviation can and should be fought, because star disease, with the seeming harmlessness of the “patient”, can cause the termination of his career. Even in the presence of talent and diligence, bad temper, pride and narcissism can become the reasons that the choice will be made in favor of a person who is less gifted, but more pleasant in communication. From a person suffering from narcissism, friends and relatives will turn away, tired of enduring his ingratitude and inattention. And he risks being left alone with his own genius and talent.

Pub. Unapproved Arrogant, swaggering behavior of a person who is popular, famous. BMS 1998, 53 ...

star fever- joke. About the arrogant or capricious behavior of a person who is famous, popular ... Dictionary of many expressions

This article lacks links to sources of information. Information must be verifiable, otherwise it may be questioned and removed. You can ... Wikipedia

twelve diseases. Bryan. Herbaceous plant chicory ordinary. SBG 5, 8. No disease. Kar. (Volog.). Easy, effortless. SRGK 1, 88. Fire sickness. Razg. Obsolete Fever. F 1, 32. Fight off the disease. Volog. Get well, get well. SVG… Big dictionary of Russian sayings

AND; well. 1. A specific disease that disrupts the activity of the body (or its individual organs); health disorder. Diseases of bees, livestock. Diseases of potatoes, strawberries. Released from work due to illness (due to illness, weak ... ... encyclopedic Dictionary

Syphilis Treponema pallidum causing syphilis ICD 10 A50. A ... Wikipedia

disease- and; well. 1) a) A specific disease that disrupts the activity of the body (or its individual organs); health disorder. Diseases of bees, livestock. Diseases of potatoes, strawberries. Released from work due to illness (due to illness, ... ... Dictionary of many expressions

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Books

• Star disease, or Mature years of a misanthrope. Novel. Volume II, Vyacheslav Borisovich Repin. "Star disease ..." - the first novel by V. B. Repin ("Terra", Moscow, 1998). This "non-Russian" novel is the forerunner of a whole phenomenon in modern Russian literature, which can be called ... electronic book
• Star disease, Maria Sharoshkina. Hello my dear recipient. Do you remember, once upon a time (so long ago that it’s already not true) you left, leaving me alone with the disease with you? You ask me how I got cured of my Star... electronic book

Hello dear readers! Now everyone can become popular, which means that the term "star fever" has become more widely known. I will not dissemble, in fact, the simplest people could always be subject to this disorder, in fact, nothing has changed, although it has become more relevant.

Star disease - what is it, how does psychology associate this disease with daffodils, is it possible to understand that you have a tendency to this disease and what symptoms indicate that it is time to think about treatment.

Well, let's get started.

A little about the term

Star disease is also for others. A person with this disease is firmly convinced that everyone knows him and his privileges, status are enough for everything to happen exactly as he thought up and planned for himself. He wanted to and everyone around him is simply obliged to stand at attention in order to carry out the orders of a celebrity.

People with stellar disease demand special treatment for themselves, without a twinge of conscience they break the rules. They believe that their desires are worth being accepted in society.

inclination

Not only famous people are prone to manifestations of star disease. It can affect the highest ranks of the leadership and even ordinary, ordinary people.

Sometimes an unforeseen and very joyful situation arises in a person's life, for example, a quick or high interest of the public in a person's activities.

Of course, when this happens, close people, as a rule, begin to praise the person, talk about his advantages in relation to others. They quickly begin to believe in such words, which is the starting point for the emergence of star disease.

Everyone strives to develop and unlock their own potential, so why do some begin to suffer from the Star Syndrome, while others do not?

It all depends on the motives that guided the person initially. Some really want to become better, others crave recognition, prestige. They need to impress others. In a sense, this can be called an unhealthy craving for wealth and respect.

Narcissistic personality types are most susceptible to this disease. . They are intolerant of criticism, painfully perceive the successes of other people who question their own merits.

They need to constantly feel admiration and this despite the fact that they are inclined to the actions of other people. First of all, a person with star disease will be interested in his own merits.

Treatment

If you notice signs of star disease in yourself or your loved ones, and therefore want to cope with the disease, it would be best to seek help from a specialist. Of course, it is up to you to decide, but do not forget that the situation is very complicated.

Let's not forget that they become "stars" in those cases when they experience an urgent need for this. I would like to emphasize that the basis of everything is unhealthy and respectful. The problem is not so much in trying to destroy the connections and needs of a person on your own, but in how this will affect him.

Just imagine that one day someone manages to convince you that eating, sleeping or going to the toilet is completely optional. A clumsy example, but the essence, I hope, is clear to you.

The second problem arises from the fact that a person has a star disease, which means you risk becoming enemy number 1 for him and breaking off all kinds of relationships. Everyone believes in their own truth and will definitely find 10,000 reasons to stick to their opinion, accusing the other of lies and betrayal.

I can recommend a book “What explains the strange things that we do unexpectedly for ourselves” Eliezer Stenberg. In it you will find many interesting tricks of our psyche that you have not even thought about before: why do we forget to buy milk; we eat even when we don't want to; we begin to yawn if we see that others are doing it; where do the voices that schizophrenics hear come from and much more.

Well, if you want to somehow help a person with star disease, then try to increase the complexity of the task performed by him. Point out that there is still something to strive for, let him try to take a new horizon.

Another option to correct the situation is to try to create a new stimulus. If a person is completely passionate about a career, convince him of the need to refocus on the love sphere. Or vice versa.

That's all for me. See you soon and don't forget to subscribe to the newsletter.

Your success has made you incredibly significant in your own eyes. It’s good that you have high self-esteem, but it’s still better when our successes are assessed not by ourselves, but by other people. It's not your friend's fault that she wasn't so lucky. Your career and a wealthy boyfriend is not a reason to turn away from loved ones. It sounds sad, but the metropolitan boyfriend can quit, and fire him from work. Wouldn't you go to that very "former" friend then for advice and consolation? No matter how high you rise, keep appreciating your friends. Otherwise, you risk being completely alone.

The cuckoo praises the rooster

Your star disease began in childhood. Mom told you every day that you were the most beautiful, and the teacher kept saying that there was no one smarter than you in the class. You are used to praise and now you literally demand it from others. It's good if your expectations match reality, and you continue to be praised: boss, husband and business partners. Just make sure that the praise is not flattery and be prepared for constructive criticism. Perfect people do not exist, and you are no exception. Even if you want to think otherwise.

Moment of glory

Star disease is well known to celebrities - singers, actors and other showbiz figures. But many don't need to release albums and pack stadiums to get sick. It’s enough just to “light up” somewhere once. Did you go to a talk show? Winning a regional poetry competition? Yes, this is your small victory. But that's no reason to turn up your nose. First, make people appreciate your talents. Do not succumb to the tempting glow of spotlights: it often deceives even very high hopes.

The cure for the disease

For whatever reason you do not fall ill with star disease, it must be treated. Remember that in school you probably teased the smart ones. Why did you become like this when you grew up? No matter how significant your successes are, be yourself. Continue to appreciate relatives and friends, respect the opinions of others and themselves. Do not gloat if you managed to leave your friends far behind. And do not forget that difficult times happen to everyone, when those who lavished praises yesterday can turn away from you. Truly successful people don't take credit for themselves, don't judge others, and help those in need. Be truly successful!

In psychology, there is such a thing as "narcissism" - an unhealthy manifestation of personality, in which they consider other people below themselves. Such exaltation is also called "star fever". People in different fields can suffer from this disorder, for them the most important desire is to be the first, they cannot stand any criticism. Neglect of others often becomes a big barrier to contact with other people. People suffering from "star disease" cause a negative attitude towards themselves, so there can be no talk of any sincere friendship with them.

"Star disease" affects not only famous people who bathe in the glory and become the idols of a large number of people. In offices, too, there are many such employees at all levels. There are general signs of predisposition to this disorder. This is an overestimated self-esteem and exorbitant ambitions, but in themselves these qualities do not lead to a “star” illness, a lot depends on the environment.

"Narcissists" try to protect their hypersensitive "I" by idealizing themselves. From others, they expect admiration and confirmation of their greatness. They are trying their best to prove their superiority. If by chance their strategy collapses, then people suffering from "star disease" will be depressed. Far from any desire for success leads to this psychological disorder, so there is nothing reprehensible in the desire to become successful.

Any normal person has a need for development, so new achievements included in the plan of evolution. Self-realization involves the search for knowledge, development abilities, but not the pursuit of glory. Achievements and discoveries are a natural process of professional and personal development. At the same time, there is a neurotic desire to be better than others, a desire for universal admiration and respect.

To create a well-coordinated team of professionals is the dream of every top manager striving for a leading position in the business. Finding and recruiting experienced specialists, formulating the rules for their optimal interaction, coordinating joint activities, establishing a microclimate in the team in which everyone would reveal their full potential... How much time and effort it takes to create your dream team!

And how can it be humanly insulting when all your managerial efforts as the head of the company are nullified by the appearance of "star disease" in one of the subordinates. This is no less dangerous than the flu - other members of the team can easily and quickly become infected with "exclusivity and irreplaceability". Yes, and the leader himself, let's be frank, also from time to time, it happens that he experiences some dizziness from success, leading to the destructive work of the entire organization.

Are there effective preventive measures that can protect the team from such a "star virus"? About how the leader to treat this "disease" and not "get sick" himself, and will be discussed in this article.

At-risk groups

There is an opinion that "star disease" most often affects good specialists. I personally disagree with this statement. Sometimes completely different employees can demand an exceptional attitude towards themselves.

The following categories of employees most often classify themselves as "stars":

1) new employees("I used to work in the central office, and the current job in the branch is hardly worthy of me");

2) "old shots", "old people"("I have worked here for so many years, I have the right to much");

3) specialists who possess knowledge or skills that are exceptional or important for the activities of the enterprise, have a big name in the market or authority in professional circles, have certain certificates or diplomas ("You will first graduate from London Business School, and then you will tell me");

4) employees associated with the main area of ​​​​work of the enterprise("We feed everyone here");

5) representatives of departments and services who, by the nature of their occupation, actively communicate with the outside world - sales managers, PR specialists, marketers, brand managers, etc.; their work is directly related to the formation of the company's image as a successful, leading, exceptional... How can you sometimes not "play too hard" here!

And, of course, such employees can include those subordinates who have practically no reason for "stardom" in a given company or in a given position, but due to certain character traits, require "special" attention and attitude from both the boss and and colleagues.

In general, it is impossible to say a priori which of the managers or staff will fall into the "risk group". Recruiters, psychologists and HRs do not yet have effective tools to predict in advance whether a particular person is prone to "star fever". My personal work experience shows that almost every specialist who knows his own worth is sooner or later attacked by the "star virus". Another thing is the extent to which the disease reaches and how long it lasts. Whether the status of the leader, corporate culture and financial activities of the organization suffer from this is also an important question.

Symptoms of "stardom"

They are noticeable almost immediately. Management repeatedly receives "feedback" from such subordinates in the form of demands for benefits, benefits, amenities - work on a personal schedule, profitable business trips, a car with a driver, etc.

A demonstrative violation by the "star" of the rules of internal labor regulations has a detrimental effect on the psychological climate in the team. This often causes disruption in the workflow of colleagues. Isn't this picture typical of many offices: everyone has gathered for a meeting, but cannot start it: a "star" colleague is either late for work, or continues a twenty-minute conversation on the phone, knowing that he is expected in the next room? ..

Unattractive for the image of the company is the situation when an employee begins to "bring" outside the office, and not for the benefit of the native team and the common cause, but for the benefit of the "star" itself. For example, individual participants in seminars and trainings demand (not ask, but demand) from event organizers that they be personally reminded of the class schedule by phone, send training materials by mail ("I'm so used to it"), arrange a separate teacher consultation during extracurricular time ("I missed class ... I had important things to do, you know what famous corporation I work for"). But colleagues of such people do not even realize what an unpleasant aftertaste everyone has from communicating with such representatives of a "well-known corporation." The name of the "demander" is most often forgotten over time, and the negative attitude towards the company-brand remains ...

An extremely dangerous manifestation of the "star disease" of an employee "on the side" is the option when he discloses confidential information to demonstrate and confirm his uniqueness and originality. Thus, being an active participant in many forums, conferences, round tables, etc., by virtue of my activity, I would venture to doubt that the hundreds of reports I have heard have never contained data that would harm the commercial activities of a particular company. Experienced professionals usually speak at such events, but where is the guarantee that one of them will not give up the temptation to "show off" their knowledge of the activities of their native company, but at the same time stop in time and not blurt out too much?

Intervention: both surgery and therapy…

Naturally, it is necessary to start treating "star disease" by answering the question of what is more, harm or benefit, for the organization the loss of this employee will bring - in terms of both business indicators and the psychological climate in the team.

Getting rid of "exceptional" subordinates who are easy to find replacements is relatively easy. You just need to part with them, but this should be done extremely subtly and delicately - and always in full compliance with the law. Such a "beautiful parting" is very important for the company's reputation, since often such "ex-stars" amuse their pride and vanity for a long time, spreading rumors and even compromising evidence about their former place of work. The main task of the boss here is to ensure that the rest of the team members learn and understand the reason for such a dismissal in order to avoid the repetition of such precedents.

The situation is more complicated with those employees whose loss is inappropriate for the business. Here the approach should be selective and phased, and the leader's actions should be thoughtful and decisive.

Stage one: isolation

As with any infectious disease, the "star" should be isolated in the literal and figurative sense of the word: limit the sphere of influence, minimize communication with other subordinates and with the outside world.

What it will be - moving to another office, working from home, business trips - the options may be different, but in any case they should not improve the "quality of service life" of this employee. Otherwise, he will be tempted to further improve working conditions and seek privileges for himself through the above methods.

Isolation can be carried out by creating an appropriate psychological environment in the team according to the type: “We are together, together, as one, in one breath, and he ...” "can solve the problem. The employee will understand that he is required to correct his behavior, and this question can be settled.

Second stage: diagnosis

At this stage, you should certainly thoroughly analyze the "star" in terms of the professional and personal qualities of this employee. And it is desirable that a person does not guess about it ...

Efficiency in work and relationships with others, experience and knowledge, motivation and goals ... Why did he "starve", what are the reasons for such behavior? Does he understand the consequences? Maybe a person really needs to move up the career ladder? Participate in more complex projects, work with other participants, take on new obligations? Will it pull? Is there potential for growth?

If the answer to most of these questions is “yes”, then great: there is an employee in the company who should be entrusted with more, “exclusively” raise the bar for him.

And tactically, this is how it should be done. Call for a conversation on the topic "what is good and what is bad." To mark for good work and professionalism, to offer a more promising and profitable position. However, in this conversation, criticism of "star" manners should certainly sound (performance of official duties is the law, the rules are the same for everyone, compliance with official ethics is the norm). At the end of the conversation, you should get assurances from the employee that this will not happen again in the future.

And if there are big doubts about not even professional, but only personal qualities, or there is a possibility that the subordinate will continue to be destructive to the work of others, create a dangerous "hotbed of tension" around himself, you need to immediately go to the next stage.

The third stage: a bitter pill, but it heals

Punishment is one of the most effective tools for managing subordinates, including "star" ones, especially if this tool is skillfully used.

The scheme of "treatment" is as follows: from a sweet pill to a more bitter one. There was a violation for the first time - a remark, the second - a reprimand or a fine (depending on the severity of the offense), etc.

You won't need a lot of pills, everything will become clear quickly enough. If a subordinate is interested in this work, values ​​it, then he will try to correct his behavior. Otherwise, you will have to resort to surgery - to leave.

Prevention

The norms, rules, values ​​of the corporate culture, as well as the behavior patterns of the company's top officials determine a lot in the work of each organization.

Where some employees receive undeserved privileges, sooner or later others will try to arbitrarily appropriate them. People quickly notice inequality, while losing motivation to work.

And in those organizations where responsibility and diligence are combined with ethics and respect for the rights of everyone, problems with "star" employees will be episodic or random. It is these companies that enjoy a well-deserved reputation as excellent employers.