When Your Superstars Ignore Policies, Do This
By VICKY BROWN
We’ve all been there. You have this amazing employee who consistently knocks it out of the park. Their numbers are stellar, clients adore them, and they’re driving serious value for your business.
But there’s a problem – they act like the rules don’t apply to them.
Maybe they’re chronically late. Maybe they skip required documentation. Maybe they bypass approval processes that everyone else follows. Whatever it is, they’ve decided that policies are for “regular” employees, not superstars like them.
And you? You’re stuck. You don’t want to lose your top performer, but you can’t have two sets of rules in your workplace. So what do you do?
Why Your “Why” Matters
First things first – your high performers need to understand why your policies exist in the first place. These are smart, results-driven people. They don’t follow rules just because someone said so.
When you’re talking about a policy, connect it directly to what matters: business goals, team success, or client needs.
Don’t just say, “Everyone needs to complete their time sheets by Friday at noon.” Instead, try: “We need accurate time tracking by Friday noon so we can bill clients correctly, manage project budgets, and make sure everyone gets paid on time.”
This transparency helps your superstars see the bigger picture. They’re much more likely to get on board when they understand how the policy actually helps the business succeed, rather than seeing it as just another bureaucratic hoop to jump through.
“…Don’t avoid these conversations. Address resistance directly, but respectfully. Acknowledge their value while standing firm on your standards.“
Handle Pushback Head-On
Even with a good explanation, your superstar might still push back. They might say something like, “I bring in the most revenue, so different rules should apply to me,” or “My results speak for themselves, so who cares if I follow every procedure?”
This is where you need to be ready with a clear message about fairness versus favoritism. Try something like:
“I value what you bring to the table – that’s exactly why I need you to lead by example. When policies apply differently to different people, it damages trust across the entire team. I’m not asking you to follow this policy because I want to micromanage you. I’m asking because your influence means others look to you to understand what’s acceptable around here. When you comply, it strengthens our whole culture.”
Don’t avoid these conversations. Address resistance directly, but respectfully. Acknowledge their value while standing firm on your standards.
Show, Don’t Just Tell
Nothing will undermine your policy enforcement faster than your own behavior. If you’re asking employees to submit reports by Thursday but you’re consistently late with your deliverables, you’ve lost all credibility. If you require the team to follow a specific process but you take shortcuts, you’re basically announcing that policies are optional.
As the leader, you’ve got to be the first to comply with every policy. Your actions speak way louder than your words.
When I implemented a new client documentation procedure at my company, I made sure I was the first to adopt it. Even though I had a million other priorities as the CEO, I showed my team that this policy mattered by following it meticulously myself. The result? Much faster adoption across the board because people saw me walking the talk.
This kind of leadership builds trust. When your team sees you holding yourself to the same standards you expect from them, policies aren’t seen as burdens but as shared commitments to excellence.
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Make Them the Hero, Not the Villain
Here’s my favorite strategy: instead of positioning policies as rules being imposed on your superstar, involve them in the process and make them policy ambassadors.
High performers want influence and ownership. So give it to them! Ask for their input on policy development. Invite them to lead discussions about why certain protocols matter. Have them mentor newer team members on navigating company processes.
When I had a particularly resistant top performer, I asked him to help revamp our client onboarding process. He had strong opinions about what was working and what wasn’t. By bringing him into the policy-making process, his attitude completely shifted. He went from being the biggest critic to the strongest advocate because he now had skin in the game.
This approach transforms policy compliance from a top-down directive into a collaborative effort where your superstar gets to shine as a positive influence on company culture.
Fair Is Fair
The bottom line is this – enforcing policies with your top performers isn’t about putting them in their place. It’s about creating a workplace that’s fair, functional, and focused on collective success.
When you clearly communicate the why, address pushback professionally, model compliance yourself, and involve your superstars in the process, you create an environment where policies are respected at all levels.
Remember, exceptional results don’t exempt anyone from being part of your team culture. In fact, the higher the performer, the more important their alignment becomes. When your superstars embrace your policies, everyone wins – your team, your clients, and ultimately, your business.
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