The Staffing Guide, Part Two: Creating Super Star Employees

Let’s say you have a Super Star Manager. They come in early, they do every task perfectly. Your residents love them. Heck, you love them too! They teach their team exactly what they need to do when they need to do it. And if something doesn’t get done, they’ll swoop in and do it themselves. It’s one of the reasons why they became a manager in the first place. You can always count on them. They’re the only one who gets anything done!

But what if what they were doing, was actually wrong?

I know what you’re thinking. How could they be in the wrong, if they’re the only one who gets things done?

Well, that’s exactly the problem. They’re the only one who gets things done. The staff won’t do it. And if they do, they don’t follow the manager’s system. Instead, your team of managers decides they won’t do anything. They take long lunches, come in late. Sometimes they just flat out refuse to do anything.

And it’s because they don’t need to do their job.

Their boss will do it for them. Because their manager cares about their position, and cares about the residents, employees rely on their manager to do their work for them. And who wouldn’t? If you know your boss will do it for you, why not sit around and collect a paycheck?

So, why not fire the employees? Because this puts your Super Star Manager in a bad spot. They’ll have to scout new hires, interview them, retrain them all. All the extra work means extra stress, which means your Super Star Employee is about to burn out.

So, what do you do?

You let your employees fail. You pull their safety net from underneath them.

This is about all your managers who take on extra jobs and cover for their team. You might not even notice these problems… yet. But what I’m going to tell you is the type of training all your managers will need to know. Because if you want to keep your Super Star Employees, then you need to teach them how to lead.

  1. Teach your managers to stop covering for their team.

Explain that when they cover for their employees, they’re only putting on band-aids. They need to get to the real problem. They need to talk to their employees.

  1. Encourage your managers to have honest one-on-ones with the employees who drop their responsibilities.

The key here is honesty, it’s the first step to building trust and re-engaging employees. Have them ask questions like, “Why did you take on this role?” The answer might just be “for the money.” It’s not a great answer, but it’s honest. From there, your managers can show the employee why their role is so important. They need to see the big picture. They need to understand that they’re more than just a “housekeeper” or a “cook.”

  1. Invest in the employees.

This might strike a nerve with your managers, after all, they’re the ones who have been doing their employees jobs for them! Isn’t that “investment” enough? But your managers need to see that they are leaders, not just doers. And they need to instill their Super Star work ethic in their team.

Your managers and your employees need to make a commitment to one another. They need to agree to give each other, and their roles, a real, working chance. This might not be an employee’s dream job, and that’s okay. But your managers need to have the patience and dedication to turn any role into a dream opportunity. Teach your leaders to invest in their team. What will happen just might surprise you.