– Management must identify real performers, only the one who are reporting may not be performers always, what we hear, someone in background can also be a performer.
– Performers should get special treatment, incentives.
– There should be a transparent system where real performers can be identified.
How to make sure this happens?
1. Don’t tolerate political behaviour – squash it asa it comes up. Don’t ignore “me first” behaviour!
2. Reduce distance between employee and executive leaders – Promote communication and transparency among teams by holding regular meetings, town halls and group lunches.
3. Share the acknowledgment – When the company has a big success or reaches a milestone, it should be recognized both as a team win and a celebration of the success of those whose work contributed to it at all levels of the organization – not just the senior salesperson, head engineer or manager.
4. Have official appraisal channel in your organization – bring practice in team and for yourself to declare each and every small or big achievements and also ask your leaders to acknowledge their team members for the same.
