Some professionals bring so much energy, initiative, and creativity that it feels like they could run the company themselves.
They’re smart, vocal, full of ideas — but also exhausting. Letting them go would be a waste. Managing them properly is an art.
Here’s how to channel that energy without letting it turn into chaos 👇
1. Accept Proposals Only in Writing
It may sound bureaucratic, but requiring written proposals filters ideas.
Hyperactive or overly creative employees often dislike paperwork — and that’s precisely the point.
Written submissions naturally weed out raw, impulsive, or poorly thought-out ideas, leaving only those worth your attention.
2. Clarify That Change ≠ Progress
Make it clear that innovation should serve a purpose — not be driven by restlessness.
Before submitting an idea, ask:
“How exactly will this improve the current situation in our company?”
Encourage thoughtful solutions, not change for the sake of change.
3. Use a Proposal Classifier
Categorize incoming ideas based on measurable business impact:
- Process simplification (efficiency and speed)
- Business development and growth
- Revenue increase
- Cost reduction
If an idea doesn’t fit into any of these categories — it’s probably not a priority right now.
4. Look for Hidden Motives
Sometimes “innovative ideas” mask personal gain.
One company once approved a new payment scheme proposed by a department — only to face a serious internal conflict a year later when pay disparities grew too wide.
Lesson learned: always check what’s behind the proposal.
5. Calculate the Real Cost
Beautiful ideas can become expensive mistakes.
If implementation requires serious investment, research how other companies handled it and compare results.
A realistic cost-benefit check saves both money and reputation.
6. Maintain Daily Oversight
Consistent control doesn’t mean micromanagement — it means visibility.
When employees feel the manager has “stepped back,” some replace real work with brainstorming marathons.
Regular check-ins remind the team that initiative doesn’t replace execution.
7. Watch Out for Pseudo-Activity (IBD — “Imitation of Vigorous Activity”)
You know the type: always visible, always talking, never delivering.
Expose this behavior gently but firmly:
“Your performance will be measured by results, not by how often your name appears in meetings.”
Clarity about metrics protects the team from showmanship.
8. Channel Their Energy Outward
If someone truly has that much drive — send it where it brings value.
Redirect their enthusiasm toward clients, partnerships, or negotiations.
High-energy employees often make excellent communicators and brand ambassadors when guided correctly.
“Internal Gardening”: The Hidden Work Behind Growth
Managing “big personalities” is like tending a vibrant garden.
You admire the flowers — but you rarely see the hours spent cultivating the soil, studying the light, pulling weeds, and adjusting watering by season.
Behind every thriving team stands a patient leader who knows:
Growth is never spontaneous.
It’s cultivated — daily, deliberately, and with care.