Andy Warhol's '15 minutes of fame' theory now seems increasingly likely for many of us. TV schedules are bursting with programmes devoted to turning anyone into a star, and the opening up of the music download market means that one-hit wonders from the 1980s could be top of the charts all over again.
But what happens if you employ someone who's thrust into the limelight?
Autoglass engineer Gavin Jenks, for example, has done a series of radio commercials across the UK, and has gained quite a following in the Midlands (he's based in Birmingham).
"I have to take one day off a month to record. But I get the mickey taken out of me so much by my colleagues, I keep it quiet," he says. "Some people realise and say 'are you the guy off the radio?'. I like the attention, but I can't see myself going on Celebrity Big Brother."
Linda Chick, an HR consultant at recruitment agency PES, also has first-hand experience of working with the newly famous.
In a previous incarnation, she worked alongside a fledgling England rugby player, but as his sporting career took off, his focus on his day job waned.
"Our chief executive was very happy to sponsor him, but although it's all very sexy at first to be working alongside a sporting hero, people soon start resenting things," she explains.
"Ultimately, if you are in a commercially demanding industry, you can't accommodate passengers, and despite his profile, it was difficult to get any added value back for the business."
The star felt uncomfortable about being absent so much and made a choice to follow his rugby career.
Faced with a staff member with a budding career in the limelight, the key thing for HR is to identify their commitment to their current role.
Ceri Roderick, who heads up assessment at consultancy firm Pearn Kandola, says: "You need to establish your employee's commitment and if they are working for you to hedge their bets.
"You need a conversation about how it will affect their work, and then you need to have a conversation with team members. The politics of envy are the issue and a lot of that is down to the personality of the team and the person who is leaving."