From Former Stars to Deadwood Employees
I’ve worked for, and consulted with, companies where senior level executives, who have been successful…in days gone by, remain with the company. They’re often in a different role, one or two steps away from the C-suite, but typically it’s an important one. The problem is that these former stars have moved on, mentally. Many are transitioning to retirement. Some have moved to geographies far from your company’s business centers, and they aren’t in a position to provide what’s needed. While I’m not in favor of booting former stars to the street, your company is paying a higher price than you think for its deadwood employees. Let’s take a look at the real costs. Then we’ll review more effective ways to engage your former stars.
Real Costs
Real cost #1 – Demotivated employees and loss of productivity
People know what’s up. They’re asking, “Why am I working so hard, when so-and-so is taking an at work vacation, hanging on and out until his stocks are vested or until she hits retirement age?”
Real cost #2 – People are questioning your judgment and integrity
You declare a vision. You communicate company values. You inspire. You want motivated engaged employees who care enough to go the extra mile. Where and how do semi-engaged former stars fit in with your vision, values and inspiration? People trust and follow what you do. When what you say and what you do don’t match, they lose trust in your integrity. Trust is something you, as a leader, cannot afford to lose.
Real Cost #3 – “Idle minds are the devil’s playground.” Your former stars will find things to do. Those things may stir up trouble you don’t need or want. Those things may not energize your employees or move them in the direction you want the company to go. I know one former star who took it on himself to spend hours giving feedback to up and coming managers who didn’t ask for, or value, the fading star’s advice. But feedback victims followed the leader and tolerated these sessions.
Real Cost #4 – Lost opportunities.
Former stars could be making valued contributions to your company in ways that don’t accrue costs #1, #2, or #3.
Real Solutions
Former stars are elders of the tribe. Elders know and tell the tribe’s history, values, and culture. Values and culture are conveyed through stories. You need, and have, story tellers. They can help onboard and acculturate new employees. They can help you identify and attract the right new talent. They can act as mentors and advisors. They can represent your company in the community and on college campuses. Send them on a mission. Give them meaningful work as:
- Mentors
- Representatives to volunteer or business organizations, such as the Chamber of Commerce, United Way, Big Brothers – Big Sisters.
- Scouts and recruiters on college and high school campuses
- Speakers at industry conferences
- Coaches for new managers
- Trusted guides who help integrate new executives
In this forest your former stars are giant redwoods overlooking and protecting new growth on the forest floor.