What do employers/managers etc think/feel about average employees?

[BeTheRabbit]

Strange question, I know, so forgive me.

But really interested to hear from anyone in management etc as to how they feel about their average but solid performers within their environment.

I'm talking about the people who are not work superstars, but who turn up everyday and unspectacularly get the job done.

Do you have more respect etc for your superstars..or do your "ordinary" people mean as much to you?

I think these kinds of people are as important as the ones who excel, progress and move on.

Manage a team of 30 here.Of course the “ordinary” staff “mean” as much to me, however I wouldn’t allow any below average staff to remain-they would either be performance managed to improvement or exit. The superstar types often like to make sure you’re aware of their skills, which can be a bit draining. I thank, and am grateful for good work all my staff do, so find it irritating when people look for constant praise.

I wouldn’t use the word “respect” but I do tend to appreciate my “superstars” more. But superstars are not always the obvious ones: most people have both strengths and areas for development and sometimes it is the more unassuming characters that are the ones that cannot be done without. Good managers recognise that even if it isn’t obvious to peers/other team members.

I think a lot of people are superstars only in their own heads. How many times have you heard people moan about how all their managers are idiots and clueless, and no one works as hard as they do etc. I hear people go on like that all the time.

I'm really bloody good at my job, I've been told I am. But honestly, if I wasn't, surely there should be questions asked as to why I'm doing it?

There are always those who will overshadow everyone else, and often they are outstanding and thoroughly deserve to. But sometimes they are just so self confident that it's like the emperors new clothes and no one dares to doubt them.

I was always taught that you don't take for granted employees who generally have this approach . You are really lucky to have people in your team like this.
Every decent manager I have ever had took this approach and it's one I always followed myself.

Thank you, very interesting answers.

So, from your experience what makes an employee average? and what makes them above average? and how would someone, for you, move from average to better?

I liked them. Safe pair of hands. You need more of those than superstars.

PP is right, the ones I liked less were the superstars in their heads only.

My real superstars were all bright, intelligent and genuinely wanted to learn how to do their jobs better. They were enthusiastic and yes, fitted in with the corporate culture - which was meritocracy.

So they worked hard and delivered on results, time and time again and championed and motivated the people around them to do the same.

Real superstars don't just do their job well, they excel, always want to do, learn more but most important of all (to me) wanted to bring other people along with them.

For me the mark of a real superstar was that they could identity their superstars around them/in their teams and help them to achieve excellence and get rewarded for it. Not just all about them and their personal success.

Does your company have standard behaviours for each level? It's a good place to start - you should be aiming to demonstrate the behaviours of the next grade

More generally, I would look for:

• refining processes
• creating greater efficiency (time or money)
• making links with peers across different departments
• managing upwards/influencing senior stakeholders
• taking full ownership of projects from start to finish
• mentoring others
• asking to be mentored/ensuring you push for feedback
• taking feedback with good grace and implementing it
• doing the shit stuff without complaining - all hands on deck when necessary
• internal PR for your team
• Sharing excellent work from others and giving genuine praise
• looking outward to other teams or businesses in the industry and finding ways to bring in new ideas

Average isn’t the word I would use. I would use “solid“. To me if someone is “average” I am indifferent as to whether they move on. Someone good but solid and who does their role well and doesn’t want to progress/can’t progress is someone I want to keep.

Can you elaborate on the difference between average and good but solid?

Solid is dependable, they do the work correctly. Average is someone who does it right maybe 70% of the time, but gets it wrong or part wrong the rest of the time.

Well in its own definition, the majority of people are entirely average. Everyone I know is good some time, slacks off other times. It’s completely normal.

This accounts for the “superstars” too but I think they’re just better at being more efficient with their time so doing more for less

I work in HR and I think that most staff think they are brilliant at their jobs and most managers would say their staff are average. By that, I mean staff are doing what is expected of them. Everyone has strengths and weaknesses and taking these into account, most of us are average. And this is where we should be.

I think high performers are about 10% of any organisation, but this is hugely subjective and depends on not only the managers view bit also the organisations values or culture (eg bringing in money vs providing a quality service).

This accounts for the “superstars” too but I think they’re just better at being more efficient with their time so doing more for less

Interesting thought Shirley. Observation has led me to the same conclusion. It has a lot to do with time management.

Anyone else? Fascinating thoughts, thank you all.

Good post from @HeyMicky

Whilst I think it’s implicit in their list I would add being proactive. Including about the little things.

The new starter who decided to take minutes of the team meeting and send them to me without my asking - brilliant. Not their job per se, but they weren’t getting done and it was a gap so she got on with it. That can/will do approach makes so much difference