Who Are They and What Should They Do?

In every organization, company, stubHuman Resources or the team is a very important element.

It’s so important, it seems like there is no leader who doesn’t pay extra attention to this issue. Starting from recruiting people, building effective systems, ensuring the formation of a positive culture, to ensuring everyone can work together tactically, sit downnot much drama.

We certainly want to have team members who are ideal, smart, able to work together, and full of initiative. But humans are different. Expecting everyone in an organization to be ideal seems almost impossible. There are always team members who stand out, are average, or even become a source of problems.

4 common types of team members

For those who are leaders or those in charge of HR, it will be easier if you can carefully, measurably and objectively observe the performance and behavior of team members.

There is a simple grouping that we can use. This grouping is useful so that organizations can prepare programs or actions that best suit the way they work and the potential of their members.

The following are 4 groups of types of team members:

1. Star People

He is “the star”, who always shows initiative and responsibility in various projects, challenges or work that is being carried out. When he is a member of the team, he is an active member. When coordinating the team, he also shows effective leadership.

To increase the capacity of people like this, organizations can set up mentoring programs. Pair them with mentors who have experience and are mature in terms of leadership. Participate in various workshop or support them in pursuing higher education.

With programs, stages, and tour of duty right, Star People has the potential to become a reliable leader in our organization.

2. Core People

Not everyone has leadership instincts, is capable of being a leader, or is interested in becoming a leader. People like this, when promoted to leaders and given team members, are not effective in utilizing their team’s potential. If you are forced to be a leader, in the end everything goes back to being done alone and team members feel they don’t receive clear information about what they have to do in order to contribute optimally.

But don’t ask about his commitment to carrying out his duties and his loyalty to the organization. They can be anyone: diligent and thorough accountants, IT people who we really rely on, good designers, sales people, administration people, even office boy (OB).

If the person concerned still wants to increase their capacity, what can be done is to give them the opportunity to deepen their knowledge or knowledge in the field they are currently assigned to.

Giving them team members is not effective for them, but giving them capable work partners is supportive can make him work more effectively, while also being able to learn from his partner. If you are lucky, this way you can slowly find the momentum to show your leadership potential.

3. The person with the question mark

These are people who are still in question marks. We may believe it because it seems convincing, but it must be monitored and evaluated seriously over time. This is to ensure that its performance is good, stable, or even has much better potential.

These are new people who are still on probation, people who have taken up new positions or have just been promoted to carry out certain positions or tasks, or people who have just been subject to certain sanctions and are asked to correct the mistakes they have made. How long will they be in the question mark position? According to the needs. In terms of time, generally three months. But it can be extended if it is felt that developments still need to be seen again.

4. Potential Exit

All kinds of efforts have been made, but it still doesn’t show much improvement? For something like this, if it is maintained it will endanger the continuity of the team as a whole. When low performers (including problematic ones) are retained, others notice. Then you start comparing and thinking, “We can maintain things like that, why should we do better?”

A professor in the field of management, Will Felps, said that only one person with a negative character or poisonous If left unchecked, it will reduce team performance by up to 40%. In addition, their existence will make good people want to leave the organization, while influencing other people in the organization to become poisonous Also.

When a leader sees people like this in his organization, he should immediately prepare actions or programs to dismiss these people. This is the best way to prevent the organization from suffering worse consequences.

Happy mapping team members!

So that the organization can be more fun.