High Performers Need Freedom

Shaan Puri and Sam Parr discuss their approach to managing high-performing employees who pursue side projects, using Steph Smith as an example. They believe star performers should be given more latitude to pursue their interests, as long as their primary work remains excellent.

Key Points:

• Star Employee Benefits:

  • High performers get "more rope" to pursue side projects
  • Side projects are acceptable if primary job performance remains strong
  • Management should be encouraging of side pursuits unless core work suffers

• Management Approach:

  • Have honest conversations about where side projects "live" in their life
  • Understand if it's a hobby, career transition, or income supplement
  • Help redirect energy internally if money is the primary motivation

• Important Considerations:

  • Mediocre performers don't get the same flexibility
  • Side projects shouldn't interfere with core responsibilities
  • Clear communication about intentions and boundaries is essential

• Real World Example (Steph Smith):

  • Created successful content book while employed
  • Generated significant revenue from side project
  • Maintained high performance at primary job
  • Employer (Sam) was supportive and unconcerned

• Modern Context:

  • Pre-Twitter era was more permissive of side projects
  • Current environment might require different approaches
  • Need to balance employee growth with company needs

• Benefits to Company:

  • Retains top talent
  • Allows employees to scratch entrepreneurial itch
  • Creates more well-rounded employees
  • Builds trust and loyalty