By Steve Moran
I came across this Instagram post that has so much application. I almost just posted it without commentary, but then what kind of article would that be.
A, B, C
According to the presenter (the post is a video; click on it to play), there are three kinds of team members in every organization, including yours.
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A-Players: Maybe 10% of your team are A-players. They are the ones who work the hardest and are most committed and have a huge positive impact on the organization. They are always asking, “What else can I do?”
We wish we had all A-players, though in reality, a team of all A-players would be impossible to manage.
B-Players: B-players are the middle group and make up around 80% of your workforce. They do a good job, mostly show up on time, and work hard. On occasion a B-player will, for a day or two — or a week maybe — even behave like an A-player.
C-Players: C-players are that bottom 10% of your team members. The only do what they have to do. They complain, they are late, they actually want more people to move from being B-players or even A-players to the C category.
Action
When you think about your team this way, there are great opportunities to increase your competitive edge. This means serving residents and families better, having better recruiting and retention, and having higher margins. Worth thinking about:
- What can you do to reward your A-players? Recognition, opportunity for growth. You want to hold on to them and do things that will encourage B-players to become A-players.
- How do you take B-players and turn them into A-players? Or, if they are not likely to be A-players — some don’t have the capacity and others don’t have the desire because of personality or life circumstances — how can you continue to reward them for being good B-players?
- How do you reduce the number of C-players, by either sending them off to be someone else’s C-player or, even better, turning them into B-players?
