What are some best practices for handling an employee with dare I say, too much initiative? They tend to steamroll others and processes because they are so fast at their job and rather than taking a breather when done, start digging around for new projects outside of their scope. We value them but want to ensure others are given opportunity to thrive too.

Posting as :
works at
You are currently posting as works at

You need to give them a stretch assignment that’s going to benefit the company. Give them exposure and let some senior employees, other than their manager, take them under their wing and groom them to be the next logical choice when an opening becomes available. Don’t wait for someone to leave the company before you start looking for a replacement. In this market motivation and engagement is worth its weight in gold and you need to put their momentum to good use in other areas.

likehelpful

That’s a Rockstar vs Superstar problem. Superstar employees need to be challenged, and it seems like yours is underutilized. This person will leave to get a promotion eventually, so the best you can do for them and your team is a) ask them to solve complicated problems nobody wanted to tackle b) ask them to coach other people c) teach them how to elevate other people to their level. “We value them but” doesn’t sound like you really value them, you need to figure out your feelings towards this person. You have a brilliant talent on the team. Use it at full capacity instead of trying to put them in a box

likesmart

This is a great comment. This person will leave if you don’t utilize and appreciate their talents. Send them my way please.

I really love people who show that high of initiative but it can limit others, like you said, from having the opportunity to tackle projects as well. One practice that has really worked for me is list out all the projects your department needs to tackle. - Break it down by priority (top/pending/can wait) and set temporary deadlines. Our jobs are always changing and things come up, but it’s helpful to have a targeted date to complete it. - Then I ask each of my teams members separately, without showing the project list, what type of projects they’d like to work on or areas they’d like to grow in. These convos are really helpful for you to gain insight on their interests, outside of what they may already be doing. - Then you account for their strengths; what are they great at, areas they thrive in, etc. that can be helpful in completing project efficiently and effectively. - Then account for the areas they wanna grow in or tackle. All of this will aid you in balancing out the project load. Determine who should be handling what and what they can partner together on; helps build partnership and collaboration, along with giving each of them the autonomy to handle their own projects individually. It also sets the expectations for who is responsible for what and should someone be available to support a project they are not working on, they can reach out to the project lead or confirm with you first if additional bandwidth is needed. You may still run into the issue where this person completes everything fast and is ready to help on other things, but having a tracker set up and holding weekly calls for status updates will keep those expectations at the forefront and ensure everyone is aligned around who is managing what. Its helped our team for sure and we do a master one for our HR department as well with larger projects, so hopefully that helps! If for some reason people are not given a chance to support projects because of their job/bandwidth, try adjusting some responsibilities between the team. For example, a recruiter of mine is great with our employment branding initiatives but a jr recruiter on the team wants to gain more experience and skills in this area. I adjust some tasks during that period between the two so it gives the jr recruiter an opportunity to learn and grow; my recruiter can help with some of the other day to day tasks she is handling, so it gives up time for the jr recruiter to support a small project around branding initiatives. It may not work for everyone, but it really has helped build a strong dynamic amongst us and helped each of us grow and learn from each other.

like

Or ... you could always Promote them (or) offer them a lateral role in an area they aren't so familiar in, where they will have a learning curve ....

like

What the above poster said.. Or, more simply, you can always tell them you really appreciate their initiative but let them know that it is important for their colleagues to be able to thrive too. And with that in mind, let them know they can leave work when they have finished all of their work for the day, but they would still have to be available by phone, attend any zoom meetings and would need to check their email periodically until the official end of the work day. They would likely appreciate the additional free time to develop themselves in other ways, and it may even feel like a raise because they will end up working less for the same money.

like

Additional Posts

Is it normal to get basically zero feedback? Brand new associate working at a mid sized firm. Been there a few months now and firm is still WFH. I get a fairly consistent amount of work. But I send my work product off into the ether and typically hear nothing or very little back (even when I follow up). I’ve gotten same vague “good work” feedback but that’s about it. I’ve drafted memos to clients and some briefs that have been sent/submitted nearly verbatim, so I assume that’s a good sign.

like

I’ll just leave this here

Post Photo
likehelpfulfunny

There is an echo when I speak on calls due to my home office being relatively empty. I added a carpet but hasn’t made as big an impact as I would like. Any tips

like

Currently diamond w/ delta. Moved to Chicago...status match to United or American? I wish neither but need direct flights.

like

When would be the best time to jump from a firm that's ranked around 16th in the nation up to a B4 firm?

like

How do you approach high turnover in a specific role?

like

What will be salary band for Accenture Strategy and Consulting at Consultant level in HCOL? 3 YOE - 2 in Industry, 1 in consulting. Glassdoor has varied numbers.

like

Anyone used Chase’s Private Client advisory for investments?

like

Just decided to go independent. Having trouble finding work as a contractor with other consulting firms. How do you get projects with the MBBs, Big 4, etc? I only know about pwc talent exchange...

like

PE is notorious for being difficult to get into unless you’re coming from IB. However, there are success stories for consultants breaking into PE even without an MBA. Which got me thinking, how difficult would it be for a healthcare management consultant to land a spot at a healthcare-focused PE firm?

like

Can anyone at strategy& help me connect with the life sciences recruiter for a role I am interested in?

like

Anyone work as a Solution engineer for BlackRock (Aladdin)?

like

Salary range for manager at Deloitte in Chicago?

like

What’s the magnitude of layoffs at Deloitte? Which teams were the most affected?

like

How would you culturally fit the big 4 into MBB and which big 4 gets left out?

like

Any firms that have made the "work from home" decision yet? We've been getting preparation notices for weeks but not officially given the signal.

like

What are three things that you NEED in your classroom?

like

Anyone else notice there's no longer and option to purchase airbnb gift cards with Amex points? 🤔

like

Does anybody use wealth management to reach their financial goals or automate investments so you can focus on your work rather than worry about your finances?

likehelpful

What firm are you at and what are the maternity leave benefits? We only get about 3 months using parental leave and short term disability paid at 100%.

New to Fishbowl?

Download the Fishbowl app to
unlock all discussions on Fishbowl.
Download Fishbowl to see what others are saying
That was just a preview…
Sign Up to see all discussions
  • Discover what it’s like to work at companies from real professionals
  • Get candid advice from people in your field in a safe space
  • Chat and network with other professionals in your field
Sign up in seconds to unlock all discussions on Fishbowl.

Already a user?
Login here

Share

Embed this post

Copy and paste embed code on your site

Preview

Download the Fishbowl app

Get realtime notifications and see
what's happening in your industry
from the palm of your hand.