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- Every organization wants the highest level of performance from its staff, but many managers do not know how to categorize their employees into A, B, and C Players in a way that augments performance.
- Managers often have a difficult time managing a variety of different Player profiles concurrently.
- Most managers desire to help their employees reach their potential and reduce turnover, but cannot determine why people become disgruntled or leave the organization.
- Without tailoring your management style to different performance and personality profiles, you risk leaving potential talent on the table.
- Not all A, B, and C Players are equal. Their performance, drive, personality, and potential are diverse. Each type of player needs specific treatment.
- Most teams are not made up of all “A” Players. Managing teams of assorted letters properly is key to leveraging all levels of talent effectively.
- If you think you don’t have “A” or “C” Players, you’re not looking hard enough. This means you’re missing crucial opportunities to connect with and manage talent appropriately.
- Spend more time developing “A” and high potential “B” Players, rather than wasting your time on “C’s” that will never be strong contributors.
Impact and Result
- Identify members of your own team as A, B, or C Players.
- Effectively manage each direct report to improve and encourage high performance in a sustainable way.
- Retain “A” Players, identify potential in “B” Players, and invest the right amount of time in “C” Players.
- Manage consistently low performing “C” Players out of the organization to avoid a negative impact on team morale.
- Get beyond the myths associated with each Player to avoid missing potential talent.
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