Do Some Employees Get "Star" Treatment?

This football season's antics by Terrell Owens and the subsequent handling of the situation by the leadership of the Philadelphia Eagles has raised new awareness of the issue of the disruptive superstar. Many may hope to never read or hear another report about the talented but temperamental wide receiver. However, the willingness of the Philadelphia Eagles to walk away from (or send packing) their multi-million dollar marquee player for the long-term good of the team can be a valuable and visible lesson for the manager who looks the other way in order to achieve short-term results - thinking the end justifies the means.

Do your company's superstars get preferential treatment?

Does leadership look the other way when a top producer has repeated temper tantrums - behavior that would not be tolerated by anyone else?

Can effective coaching bring out of bounds behavior back within acceptable standards? When is it the right decision to cut the ties with a star performer?

What position is an HR professional put in when behavioral standards are enforced differently based upon an individual's results?

Please share your thoughts and examples regarding workplace superstars receiving preferential treatment.

Posted by Denise Knutson, Senior Consultant, The H.S. Group