The Superstar Workplace Culture

A “Superstar” take on why you should avoid having a “Superstar”

Over the last 10 years of my career, my performance have exceeded expectations almost every year. That, in itself, is because I take pride in my work. I demanded that highest quality that I can produce in every deliverables that I undertake. That is not saying that my work will definitely be the best, but it means that I do my best in every tasks that I was given.

That is perhaps why I was given the title of “Superstar” a few times over the past decade.

But I dislike this title.

And I actively try to avoid it.

Why is a Superstar Culture Bad?

Let me tell you why having a Superstar in your team/department is bad.

Disgruntled Colleagues

The first thing that you have to realise is that having a “Superstar” who is visibly outperforming everyone means that, at some point in time, people are going to question whether their own performance will make the mark during the performance appraisal and thus their next year bonus and increment.

Yes, I admit that in the short-term, a super performer will be able to resolve your short-term problems. That’s why you will feel so lucky having him/her. However, you shouldn’t make it known that he is a “favourite”. Because soon, it will bring down the morale of the team/department as a whole and you will start to see lower…