How would you handle an upset superstar

[Anonymous]

Anonymous wrote:Geese fly information because the goose in the front has to work harder than the geese in the back. Goose in the front eventually has to move to the back and rest otherwise it will die. Slowly the goose in the back moves up to be the goose in the front. Nobody can be the goose in the front all the time.

She unfortunately due to illness had to move to the back but you are going to do everything you can to support her so that she is eventually in the front again.

It’s not a failure it’s teamwork.

https://www.powersresourcecenter.com/five-powerful-leadership-lessons-fromgeese/#:~:text=Like%20geese%2C%20a%20team%20is,my%20favorite%20geese%20fact!).

Interesting post PP. I like your way of thinking.

[Anonymous]

Anonymous wrote:

Anonymous wrote:My company we had similar issue. I told disgruntled worker the following all promotions are subject to a new 90 day probation. In that 90 days to learn job and to get to know new responsibilities and staff you have a mandatory 90 day in office 5 days a week.

I had a good person running late, taking sick days working remote two days a week due to illness, kids, spouse, commute and reality was a promotion was not practical

Your employee sounds like they needed more motivation, which you could have provided by giving them a promotion… without arbitrary cuts to their flexibility. Probation period is fine, but setting them up to hate you is kind of dumb.

I told them they can be promoted and I will promote them. But if she is late, calling out, working remote in that 90 days she will get let go or least docked pay not at work. She realized magically her problems be resolved with a 10 percent pay raise.