4 clues you’ve got the wrong person on your team


[vimeo id="107637630"] You know, regardless of your job or career path, the chances are that you’ll be working with some kind of a team. Unfortunately, many leaders can be clueless as to how to build and maintain a team, which sometimes means transitioning people out and hiring new ones.

So, how do we know we have the right people on the team? How do we know when we should transition people away from the team? These are valid questions that I’ll shed some light on, but ultimately you’ll have to make the call.

Recently, Mark Sanborn great blog published aabout the ways to know you have the wrong person on your team. I’ll share a few of them with you along with my own thoughts – I think you’ll be encouraged.

Here we go:

First, if you know wouldn’t rehire him or her if you had the choice. This is not an emotional decision. You need to look at the entire track record of the person so that you’re not just lashing out in anger. People make mistakes and have bad days… yes, even you, and we have to be graceful before we move to make a transition. However, if the track record shows that it was a bad hire, then you’ll know to move forward with the transition.

Second, you get negative feedback from others in your team about him or her. Now again this needs to be over a long period of time. If you’re continually hearing poor reports about the person, it’s necessary to make the transition happen. One bad apple can ruin the whole batch. So make sure that the team is healthy.

Third, the person’s “cost” exceeds the value they create. One principle that I’ve always believed in about effective leadership is the courage to remove the unfruitful things. There may be programs or employees that are just simply not producing the fruit that the organization needs. A little pruning is good, for a plant. This is true for organizations. It’s after the trimming that the plant – like an organization – starts to grow again.

Fourth, the individual hasn’t improved with feedback, coaching and training. This is the most important step because it highlights the fact that people need mentoring and coaching. And the truth is that everyone will improve if they want to. However, there are some who don’t want to grow and develop in their role. They have no desire to be good stewards of their gifts – these people will become a hindrance for the team and should be transition into something different.

The truth is that these decisions are never easy to make, but they’re necessary. Leaders must always consider the health of the organization as a whole. If there’s need for some pruning, the leaders must move in that direction. These decisions should never be made with heart of vengeance or with lust for power – they must be made with a sound mind and righteous heart.

I trust I’ve encouraged you to walk through these tough decisions with boldness and with the right heart-set. If you have some follow up thoughts, then please feel free to respond below. Have a great day!