The dilemma Most businesses have or will have at least one superstar on their staff roll. A superstar is a great asset, but maintaining team balance and morale can be incredibly difficult when one employee stands out. Well, base all decisions on what is good for the team not for the chosen individual.
“More important” and “Less important”members of the team It’s easy to want to rank people based on importance, but is that a good style? We have to create an environment that gives ownership to each individual person based on his/her specific skill set. Build a team of equals. And instead of micromanaging, it is better to give them your trust and allow them to shine.
Recognize the contribution and share the success Do your best to make each member of your team feel good about themselves and the job they do. When you win don’t only congratulate the topper in action go to each staff member and say thanks for their contribution. A simple gesture like that goes a long way. People like being a part of team success. When you feel good about your job you come to work happy and motivated.
Balance the team. Balance a natural desire to create a “loaded” team with the fact there may not be enough opportunities for everyone to shine. Personally speak to every staff member about their individual and team goals. Do not just keep looking for the best, look for the best that fits into the team. The member should not only understand the job, be ambitious and motivated; but also be one who chooses to stay and buy into the team goals. Each individual must find an intrinsic value in being a member of the team.
Maintaining morale and team cohesion. Everyone wants to be on the fore front. At the beginning of the period meet with all individually and discuss the possibility for them. Then throughout the year, evaluate their performances and provide feedback. When decision time comes, personally call everyone who is a candidate. It’s great to be the bearer of good news, but it’s more important to call those who don’t make it. A lot of them take it very hard and but do approach the conversation with honesty and compassion. There’s no point in lying, and always try to turn the negative into a positive. Find suitable options and alternatives. Do not forget to set new goals for the remainder.
choosing new members to fill out the rest of theteam. Often it comes down to how an individual’s personality would fit within the team. We need strong performers but most importantly those who fit within our system. Give them enough time to get along and work well together. There are teams that are very strong on paper but don’t have a good team atmosphere or environment. Always look for members that complement each other and bring different skill sets.
One of the toughest challenges to overcome, interms of team dynamics. The main concern is not letting the desire of two champions affect the rest of the team and create divisions or sub-teams. That is hard. Performance should prevail, with crystal clear message at all times that one who gives the best chance to win will be supported. Management is a team sport and you can’t win without a strong team.
Finally How to decide when a superstar’s positives are outweighed by the team issues he or she creates? Simple, when a team member no longer fits well in the environment or meets the team goals, then amicably decide to part, that’s normal. They might have personal goals that at that point of time do not fit within the team structure and overall goals. Make decisions based on what’s best for that business or team over the individuals.