If you have more than one team member in your business, you know that success hinges on every team member showing up in their best self and holding their weight. As leaders, it's crucial to pick out those who are pushing your business forward, and those who are hindering performance. The two categories are more than just labels; they represent the driving force behind your team's accomplishments and the challenges that will make or break success. Here are my insights on the essential task of differentiating between these player types and understanding the significant impact they have on team dynamics.
"Less than half of respondents (45 percent) agreed that their organization does a good job of hiring and recruiting high-performers."
The Problem with C-Players
Identifying a C-player goes beyond simply assessing their output. These individuals might seemingly meet their goals, but their presence is often characterized by"emotional waste." Regardless of their productivity and results, they are likely draining team morale, creating unnecessary conflicts, and failing to contribute positively to the team atmosphere. This phenomenon is incredibly detrimental when ignored by leaders, as A-players thrive in environments where they're surrounded by like-minded, high-performing colleagues. The question then arises: How does the presence of C-players affect A-players, and vice versa?
Problem #1 - Diminished Motivation
A-players are fueled by a sense of camaraderie and a desire to excel. They need to be around A-players who also value high standards and share similar work ethic. Surround them with C-players, and their motivation will only remain high for so long. These A-players will find themselves shouldering additional responsibilities instead of developing into leadership roles, dealing with negative interactions, and will eventually quit for a culture or pay that better aligns with their value.
Problem #2 - Innovation Stagnation
Teams with C-players might lack the creative exchange of ideas that A-players thrive on. A culture of complacency inhibits innovation and can lead to missed opportunities. Change is uncomfortable for every human, but when A-players present new ideas and try to shake things up, C-players are the "yeah, but..." employees who love to talk about all the ways a new idea might not work, but consistently lack solutions.
Problem #3 - Resource Drain
Assigned and born leaders often feel compelled to invest excessive time and energy in supporting or compensating for C-players. It's easy to make excuses when you see potential that hasn't yet blossomed, or when they have been with you for a decade, or are dealing with personal issues. However, this drains valuable resources in terms of time, energy, and therefore money. We need to realize that while there is always a bottom 10% of performers, we can provide resources to help them improve, but it is not our job to rehabilitate them.
The A-Player Profile: Values and Traits
A-players aren't defined solely by their achievements; their values and attitudes are equally telling. Understanding what makes an A-player can guide leaders in cultivating an environment where excellence is not just a goal but a consistent reality. Below are specific traits we see A-players consistently embody in every decision and conversation at work. They are not fleeting actions we see occasionally, but rather an embodiment of what drives them and keeps them motivated.
Trait #1 - Solution-Focused Mindset
A-players approach challenges as opportunities. They don't just point out problems; they actively seek solutions. This approach is a driving force behind their ability to overcome obstacles.
10/10: "Our client's issue was resolved and I was wondering if we could send her a $20 gift card to her favorite clothing store."
"You either have to be part of the solution, or you're going to be part of the problem."
Trait #2 - Team-Driven
A-players prioritize the success of the team over personal accolades. They understand that collective triumphs are more rewarding and sustainable than individual achievements.
10/10: "I noticed it's been slow to hit goals this month, and was wondering if I could provide any support or resources?"
Trait #3 - Ownership
A-players take ownership of their actions and decisions. They are not constricted by their job description. They're not afraid to admit mistakes or seek help when needed. Their honesty contributes to a culture of accountability.
10/10: "If something needs to be handled, I will take care of it."
Trait #4 - Continuous Learning
A-players have an insatiable thirst for knowledge. They seek out opportunities to learn, adapt, and improve. Their enthusiasm for learning creates a ripple effect that inspires the entire team.
10/10: "I deserve a promotion because I have invested in myself through certifications, and learned new tech skills to create a better onboarding experience in our department."
The Controversial Advantage of A-Players
It's essential to acknowledge the controversy that arises from favoring A-players over C-players. Some might argue that focusing solely on high performers marginalizes those who need more support. However, it's crucial to strike a balance.
Of course, encouraging C-players to step up to A-player standards benefits both the individual and the team, fostering growth and nurturing potential. But saddle in for a controversial opinion: the rehabilitation of C-players, while well-intentioned, might not always align with pragmatic wisdom. The investment required to nurture and uplift underperformers can oftentimes border on the staggering – an expenditure of resources that could potentially eclipse a staggering 80% to 90% of a team's efforts. The associated with having team members continually re-train them and fix system or client issues that they cause, can be up to 3x the cost In a world where time is an invaluable asset, the question beckons: Could our energy be better spent? Could the pursuit of relentless growth, epitomized by the cultivation and empowerment of A-players, be the pathway to true organizational ascension?
If you are attached to them, I'd recommend checking out [MY BLOG]. I also highly suggest having a 1x1 with them and asking for an objective plan on how they plan to turn things around in the next 30-60 days and schedule weekly check-ins. We should also get a very clear idea during this conversation of what motivates them at their core and understand potential misalignments. At that point, the best result will emerge - they will pull up their socks or bid the company adieu.
Case Studies and Real-World Examples
The business world abounds with examples of A-players who have revolutionized industries and teams. Think of Elon Musk's relentless pursuit of innovation, or the collaborative culture at companies like Google, where the emphasis on learning and growth has birthed groundbreaking products.
In conclusion, the distinction between A- and C-players is more than a mere label; it's a crucial determinant of team success. The impact of C-players goes beyond the lack of productivity and touches on the emotional fabric of a team. Conversely, A-players bring an infectious energy, a relentless pursuit of excellence, and values that elevate not only their own performance but also that of their peers. As leaders and team members, it's our responsibility to foster an environment where A-players thrive by stopping C-players from getting away with average performance. Only then can we truly unlock our team's potential and achieve lasting success.