How to Handle Team Members Who Aren’t Team Players

In today’s business environment, teamwork is essential. Whether you’re managing a team or collaborating on a critical project, success hinges on everyone working together. But what happens when certain team members don’t share that ethos?

You may encounter individuals like 'Michael' or 'Jessica,' who seem disconnected from the team vision and aren’t fully engaged in collaborative efforts. This can be frustrating, especially when you’re tasked with driving the performance of a high-priority project.

Let’s explore how to handle team members who aren’t team players and ensure productivity doesn’t take a hit.

1. Understand the Impact of Non-Team Players

Team members like Michael and Jessica, who don’t fully engage, can have a negative effect on overall performance. Even if they don’t believe in the team concept or are disengaged, it’s their responsibility to contribute to the team’s success. As a leader, it’s your role to address the issue swiftly and effectively before it impacts the rest of the group.

2. Listen, Observe, and Base Your Actions on Facts

Avoid jumping to conclusions. It’s easy to assume that a disengaged employee is lazy or indifferent, especially if the project is under pressure. But it’s essential to gather the facts. There may be underlying reasons for their behaviour, such as a lack of skills or personal challenges. Don’t write someone off without first seeking to understand their situation, as Stephen Covey wisely advised.

3. Communicate Clearly

One of the biggest mistakes managers make is delaying difficult conversations. If you notice that a team member isn’t pulling their weight, it’s crucial to communicate early and openly. Ensure that the team’s goals and the behaviours needed to achieve them are crystal clear.

Ask open-ended questions to avoid sounding accusatory. A simple, “Tell me more about your approach to this project,” can open up the conversation and reveal any misunderstandings. If multiple team members seem disengaged, you may need to re-establish the team’s vision and clarify everyone’s roles.

4. The Power of the Coaching Conversation

If you’ve communicated clearly, provided necessary training, and there’s still no improvement, it’s time for a coaching conversation. A well-structured coaching session can help individuals recognise how their behaviour is perceived and the impact it has on the team.

One useful tool is our Social Styles programme, which helps team members understand their communication styles and how to adapt to others. By fostering better communication and understanding, you can help your team work more harmoniously.

5. Steps to Address the Situation

To summarise, here’s a step-by-step approach to handling non-team players:

• Base your actions on facts, not assumptions.
• Seek to understand the root of the issue before taking action.
• Communicate the team’s goals and vision clearly.
• Provide necessary training and development to close any skill gaps.
• Use coaching to guide individuals towards better performance.
  
  

Many thanks,

Nic & The Excel Team

P.S. If you would like to discuss any of your other learning & development challenges, book in your discovery call.

About Excel Communications

Excel Communications is a learning and development consultancy based near London in the U.K. For more than 30 years; we have been collaborating with clients across the globe.  

Partnering with Excel empowers you to evolve your people and business by fuelling a love for learning.   

We work with you to create unforgettably, customised learning experiences to achieve your vision of success and growth, with tangible results.   

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