Every employee sure wants to perform well in his company but few have actually succeeded. Some people have done their best in work and sometimes even overworked themselves, but others who were not performing well were actually getting all the boss attention instead of you. Chance that the one that got all the boss attention could possibly related with the boss somehow or perhaps due to their status or their academic background. Nevertheless, those kinds of cases are actually very rare; the real failure is rather because of your misunderstanding of employer true demand.

What Your Employer Sees

From your employer perspective, there are three types of employee, which I present it using a chart based on the percentage of total employee in a company.

The chart above is largely comprised of the average-performers, while the star employees and the bad-performers are the minority in company. The proportional of each type may be different in your company.

The average-performers are people who always do according to their job-desk. They never miss any deadline and are hard-workers. These people are sitting inside their comfort zone, which means they are satisfied with current condition and refuse changing. They rarely provide breakthrough solution or thinking out of the box. Most people are average-performers, and because of the high percentage in company their performance are barely noticed by supervisor.
The bad-performers are the eyesores of the company. They like to whine for everything and are liabilities instead of assets for the companies. These people are sitting in the dead zone; this zone’s people have no more benefit for the company anymore. Worse is, if left to their own devices, they will recruit more people from the average-performers into their whining club.

If you want to get your boss attention, set an example or as a mentor for your colleagues then you have to focus on becoming a superstar employee. Superstar employees are the greatest assets of company. They are not only hard-workers but also smart-workers. They are the envy of every bad-performer. These people are sitting on the stretch zone; stretch zone is a place for people who always improve themselves even though in reality they have outperformed everybody.

Think Smart

Here is a simple example of two employees’ daily performance; one is an average-performer and another one is a superstar employee. In this example, both of them required to do a simple task by their supervisor, which is to deliver important document to another office in nearby town.

The average-performer wants to impress his supervisor a little bit so he does a little research on the route to that office. Normally it takes 5 hours to deliver the document but this time the average-performer manages to deliver it within 3 hours of work. Because of this improvement, the average-performer feels good about himself and bragging about his achievement with his colleagues. Unfortunately, while the average-performer was still studying the nearest route, the superstar employee has actually finished his delivery within minutes; he delivered it by fax.

Your case may not be the same with my example. What I want to emphasize from the previous example is about how both employee tackle the same problem. The average-performer seeks only to improve the old way of thinking, while the superstar employee looks for new way of thinking that can dramatically increase the result. The superstar employee works smart, while the average-performer works hard; that is what makes the big difference between them.

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