Of course, as a manager, you just want to make the right decisions. This also includes hiring the right employees. However, this can prove difficult. HR expert Ines Mokrani explains what decision-makers need to pay attention to in order to build a well-functioning team.
As managing director of the recruiter Matchmaker, she knows what she is talking about.
From the point of view of human resources management, employees can be divided into three categories:
In order to understand why A-players offer you valuable added value and enrich every company development, I would like to briefly talk about C-players.
Do you know employees who make no demands on their own work content or potential opportunities for advancement and only do what they are supposed to? These are so-called C-players, because they are in the back row due to their importance for the company. They have other priorities in life, are not very committed to their work and carry out tasks without their own input or queries.
B-players are employees who do a good job but don’t excel beyond that. They are the well-functioning basis of every workforce.
It becomes valuable when it comes to A-players: A-players are employees who, in addition to good work, are characterized by above-average ambition, high commitment or even visionary thinking and are always willing to go the extra mile for corporate goals to go.
Perhaps you know such employees (A players) from your own ranks? Then you are to be congratulated. If not, you should make sure when looking for employees to identify A-players and possibly part with C-players, since in the worst case they will do more harm than good to your company.
Employees who do not take up a job out of vocation, but see it purely as a source of income, have no additional motivation to contribute separately or to further develop their own skills. They set a bad example for new hires and may depress team morale.
If there are challenges or critical situations within the company, it can be expected that C-players will pull the mood down even further instead of abstaining because they are dissatisfied with their work anyway. Growth-oriented approaches, creative impulses and new approaches are difficult to implement with C-players.
A-players, on the other hand, are particularly important when company transformations are targeted and sales growth is needed. In these and other cases, you can count on them to set an excellent example for all other employees and to set the bar high. You can already recognize A-players in the job interview by the fact that they ask about incentive systems, in-house awards and, for example, about the values of the company.
It is important to win them over by offering attractive conditions, because A-players usually know their strengths and are extremely popular on the job market. While you should neglect and even keep an eye on or remove C-players, A-players together with a well-balanced mix of B-employees form the basis for healthy company growth and a working atmosphere that is friendly and motivating at the same time.
If this task seems too big for you alone, you can consult experts. I know that thanks to my many years of experience. If you tackle this challenge with courage, your commitment will pay off in such a way that you can look forward to a well-functioning team in your day-to-day work for a long time to come and you will hardly have any employees who slow down or slow down processes.
