How to Deal with People Who Do Not Want To Work
I agreed with a classmates point about...
team or group members...
who have good ideas...
that would positively effect
or add value to the group,
but they are reserved about sharing.
I've encountered this in groups and have dealt with it as a team leader by seeking those individuals out, away from the intimidating group setting that they feel overwhelmed speaking in.
After that, their ideas can be added to the group on their behalf, they can receive the credit for their ideas and innovation, while the entire group can still benefit from the things going on in their head.
I've also seen where this resulted in a team member who was reluctant at first, seeing that their ideas are truly intelligent and advantageous to the group.
Next time around they are more likely to get involved within the group environment.
I also agree with your points about people within the group who do not work.
The irony in that is, most companies or departments I've managed function like this.
It's called the Pareto Principle where 80% of the work is done by 20% of the group or team.
Every department or sales floor I've worked on or managed, has had a "20%" of individuals who have amazing numbers, amazing work ethic, and they account for 80% of the departments productivity or profitability.
The other 80% of people barely meet their quotas, work at average or below average levels, make up the smallest percentage of contribution, productivity, or revenue.
As managers, we MUST, learn this mentality in my opinion...
Not every one has the same drive, motivation, work ethic, attention to detail, or desire to do well.
Some people are just going to care more than others.
Understanding the Pareto Principle...
Applied to a team or group...
You can identify who is in the 20% of individuals who are ready to work and turn things in on time and you'll also identify the 80% who you will have to micro-manage in a way that feel like they are being macro-managed.
In other words, the other 80% you're managing their personality and their mental approach to work and accountability.
Employee or team member personalities are demanding, time consuming, and a strain to the process.
Yet, there are advantages to working in teams or groups.
To get a full picture of a problem or to have varied strategies and approaches toreaching goals, having a team of other people does always make a project more effective.
Dealing with different personalities is challenging and depletes energy.
Being a team leader involves managing your emotional responses to group members and their personalities.
You grow as a manager and team leader by submerging yourself into a pot of opinions from demanding team members, who are relying on you to provide them with the resources they need to succeed.
Some people that's going to be leaving them alone, as their responsible and autonomous.
Others will have personal lives that dictates their mood, performance, perosnality, and effort for that day.
As a manager, you have to embrace this. It's important to realize that the way you choose to look at things matters.
You can look at them as a low performingteam member, or just accept that their a single parent and need the frequent follow ups and check ups.
They may resent you for it, and that is ok.
Even in the most challenging circumstance, remaining logical and un-emotional is my first strategy because even people who are against your ideas or leadership style, will see your leadership style is unique and custom to who they are as human beings.