The title of prima donna is a 200-year-plus tradition in Italian opera. The original meaning was that the woman singer, usually a soprano who sang leading roles, was an honorific. She was the "leading lady", and was to be treated with utmost respect by cast and audience at all times. Through the years, while the title still applies seriously to star sopranos in operas, it can also has taken on a sarcastic meaning. A prima donna in business is a person, male or female, who constantly demands more attention, favoritism over colleagues and unreasonable benefits and pay.

In my long career as a copywriter and, after several years, manager of a large company advertising division, I encountered many prima donnas. On my staff of 40 employees were public relations specialists, advertising copywriters, TV and audio-visual techs and graphic artists. Out of that group of 40, some days I believed I had 40 prima donnas. Of course, I'm sure some of those who had to deal with me thought their manager was also a demanding, unfair prima donna. I believe I survived and thrived as manager because everyone who reported to me clearly understood that as long I was giving the orders, this prima donna was the boss.

In my experience, the best way to manage a volatile gang of emotional, sensitive and highly-talented people, is to give them one absolute rule. No matter what their feelings or problems, our division meet all specific deadlines. We had to deliver our completed work for campaigns, presentations, conferences and other critical tasks on time. I was permitted no excuse for failing to meet our commitments, and each employee had to understand that rule and comply with it. Those who consistently wouldn't or couldn't meet deadlines were given opportunities to improve their performances, or they were soon replaced. It sounds cruel, but each person on the team had to understand that one prima donna who failed could cause serious trouble for the rest of us.

To work with the most sensitive employees, usually the artists, I made it a point to visit each at his/her desk at least once a day and ask about health, family and if there were any outstanding work-related problems I could consider. This greatly reduced the arrogance and negativity in both the employee. When my breeches got too big, I tried to back off quickly from pulling rank. I never allowed the relationship to deviate from boss and employee into palsy-walsy familiarity, but by showing genuine concern, I believe

• 1
• 2
• next page >>

---

Add your voice

Know something about How to manage a prima donna?
We want to hear your view. Write now!