Albert Einstein was initially considered a poor student in school because he took time to thoroughly think through problems before answering, unlike other students who responded quickly. When he scored the highest marks on his annual exams, his math teacher demanded a re-exam thinking he must have cheated. However, Einstein achieved the same results, perplexing his teacher. Later, Einstein explained that he took more time to ensure his answers were fully correct from all angles. The document then discusses how companies often divide employees into categories of "stars, averages, and poor performers." It argues this oversimplifies contributions and that all employees contribute to success if given equal opportunities to excel. Favoring only vocal "stars" can cause other talented staff

1. Star Performer
How many of us know that the great Albert Einstein was initially known as very poor student in his school days. Whenever his teacher
used to ask the question to Albert, he used to take so much time to reply that before even he could reply the answer his teacher, he was
asked to sit down. According to the teachers especially his math one, he was very poor performer. When the annual exams were held &
he scored the maximum marks everybody was surprised. The teacher asked the school management for a re examination only for Albert
as they feared he must have copied. Re examination took place in front of all teacher & the result was the same. The perplexed math
teacher asked Albert why you were not able to give answers to my question in the class to which Albert reply – Sir, I wanted to be sure
from all the angles that the answer which I am giving is correct & it took little longer time to respond than others & you thought I don’t
know the answer.
In nowadays context of corporate I have heard about the research that organizations have divided the employees in three categories
Star, Average & the Poor ones. According to popular belief the star performer which is twenty percent of the total employee runs the
organization. What would have happen to Albert Einstein in today’s scenario if he is to serve in any organization. If the theory is true
than it means the companies are bearing the cost of roughly sixty to seventy percent of non performing employees year by year. I think
the whole concept is theory of convenience. A person in general likes to be in the company of similar personality. We find employees
who are little vocal about there accomplishment & good salesman gets faster the affinity with the management. They are very quick to
realize what are the liking & disliking of the management & start working upon it & very soon gets all the opportunity & backing of the
management. There are other types of employees who are not that great salesman & feel shy to speak about there expertise &
achievements having the belief hard work will be recognized by itself. Being not very loud about there achievement they just go on
working. Sometimes these types of people are so good in executing the job efficiently & silently that it gives an impression that they are
just doing the routines. Once I was told by my senior you have to market yourself, I asked in the return is it not the responsibility of buyer
to bye the best to which he had no reply. When the company recruit people , the criteria of recruitment is same that means they are
recruiting people of almost same caliber then how come after some time few of them becomes star, average & poor. It proves there was
something wrong in the management side which could make star out of the same caliber people. I had a very interesting example to
share. In one of the organization which I know they choose some people on the liking of senior management & give them exclusive
projects which has nothing to do with there routine job. They were ask to complete the project & in the mean time there routine job is
being done by others in the departments. In the monthly meetings in front of senior managements they are applauded & termed as a
Star performer. Those who were executing there routine job in addition to there own job were termed as average performer as they
were doing only routines. After some time people from second category started leaving the organization in large numbers & created a
huge void of workforce. The management had no alternative but to put the star performer to execute the routine but they also started
to leave the organization as they were now not in a habit of doing routine , the hard bread & butter job. According to me there are no
star, average & poor performer. Each & every employee contributes to the success of the organizations; Just a handful of an employee
can never bring the permanent success to the organization. It is only our perspective how we look into this barring a very few percentage

2. most of the employee wants to work, be recognized & rewarded for the work which he is executing. We only have to ensure, has the
management given equal opportunity to all employee to excel.
Saumitra Yadav
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