A good leader is the one able to efficiently manage all his resources. Usually, the greatest assets they work with, and also the most complex, are people. A good leadership involves efficient team management, but also making difficult calls to ensure the wellbeing of the company.
Number one goal of any leader must be providing a positive and productive working environment and make an effort to make work life more pleasant both for them and their partners.
When it’s about managing people not all of them integrate the same way in the teamwork functioning and some may have a very negative impact on their work colleagues.
Working with people who are not able to take critics is one of the biggest obstacles a leader may have to face. Attitudes like this make some people to have a negative impact on team productivity and, occasionally, this is bigger than their contribution.
Attempts to solve this kind of negative behaviours not always turn out as expected. That’s when the team leader needs to consider getting rid of that problematic member that is detrimental to the performance of the rest of the team.
In an HBR article, Allison Rimm and Celia Brown give us an objective way of measuring the impact of a tough employee. A template like this one can help us through the hard process of deciding if such employee is expendable to our organisation.
In order to keep the energy and commitment as well as retaining the best talent, leaders must be able to make life at work as easier to them and their team as possible. Getting rid of a member of a team, especially when time and effort have been invested in helping him improving his skills, is one of the toughest decisions any leader will ever have to take during his career.
If the greatest asset to any organisation is people, Kiply offers all the needed resources to motivate and objectively measure the effort of retaining real talent.
Image: Philippe Put