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4 Best Strategies for Managing High-Performers with Poor Compliance

Managing high-performers with poor compliance is a challenge for most organizations. They are critical to the success of the business. At the same time, they are looked upon as role models by other employees.

Ignoring such incidents over time might become detrimental to the organization.

Delays in acting against such behaviors might impact the morale of other employees and lead to the creation of a toxic work culture.

Hence, organizations should take corrective measures for managing high-performers with poor compliance.

Why poor compliance among high-performers is a major issue?

How to make Employee Recognition Fun and Wacky

High-performing employees hold a special place in the organization and are often the inspiration for their peers and co-workers.

In addition to their professional performance, their co-workers often follow and emulate their behaviors at the workplace.

Thus if they show any disregard for authority or organizational procedures, their colleagues might follow suit.

Top Management

Such incidents, if left unchecked can create an environment of chaos and indiscipline, which can affect the productivity, goodwill, and credibility of the organization.

That is why poor compliance by top talent is an issue that organizations need to address without any delay.

What are the strategies for managing high-performers with compliance issues?

Effective management of compliance issues by top performers is of utmost importance.

However, most organizations are unsure about the right way to handle the same.

They often fear offending or even losing their star employees, leading to delays in action against them.

So, here are a few useful strategies that can help organizations manage high-performing employees with compliance issues with finesse:

1. Direct managers to hold a private discussion with the offending employees

Feedback

Many times the insubordination of employees might result from specific problems in their private lives or other behavioral issues.

In most such cases, identifying these issues and working towards a solution can help in resolving the problem effectively.

Hence, managers should have one-to-one discussions with these employees and try to find the root cause of the problem.

2. Remind them about the importance of following procedures

A few high-performing employees may stop respecting authority or following procedures simply because they consider themselves above all.

Hence it is essential to remind them about the importance of following established procedures of the organization by every employee.

The organization should inform them about the reasons behind formulating these procedures and policies in the first place.

They should understand how these are relevant to their job responsibilities and performance assessment.

Also, how these procedures help in fulfilling the vision and mission of the organization.

3. Maintain a documented record of poor compliance

Peer-to-Peer Recognition versus Manager Recognition

Many times, employees might be unaware that they are defying authority or being responsible for compliance issues.

Written records of such compliance issues are an effective way to make them aware of their disruptive behavior.

Hence, it can help these employees to identify their unacceptable behaviour making it easier for them to rectify the same.

In addition, it minimizes the possibility of these employees passing on the blame in the face of documented proof.

Most importantly, it helps in establishing a roadmap for them to become truly ideal employees in every respect.

4. Reward employees with consistent compliance record

Integrate Reward and Recognition with Innovation Efforts

One effective strategy to overcome insubordination issues by top performers is to also reward employees with outstanding compliance records.

Making employees realize that compliance is as important as exceptional performance can push them to follow the policies and regulations.

This works better than reprimanding them publicly and helps in driving the message home without actually embarrassing them.

Bottom-line

These strategies for managing high-performers with poor compliance records can help organizations rectify such issues without actually taking punitive actions.

Sagar Chaudhuri

Lead author: Sagar Chaudhuri, the Co-Founder and CEO of HiFives. He is an HR Tech Evangelist with over 25 years of experience in the corporate world and entrepreneurship. In the past, Sagar has worked with companies such as Genpact, Infosys, and ICICI Bank, in leadership roles. He has an engineering degree from IIT Kharagpur and an MBA from IIM Lucknow. Connect on LinkedIn

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HiFives is a global employee rewards, recognition and engagement SaaS platform that enables organizations to digitize, automate and transform their employee experience. It is used by 100+ large enterprises, small businesses and startups in manufacturing, retail, technology, financial services and media, across 25+ countries.