We’ve heard for decades that we should only hire A players, and should even try to cut non-A players from our teams. But not only do the criteria for being an A player vary significantly by company, it’s unrealistic to think you can work only with A players. Further, as demonstrated by Google’s Aristotle project, a study of what makes teams effective, this preference for A players ignores the deep value that the people you may think of as B players actually provide.
How to Retain and Engage Your B Players
They’re often the bedrock of an organization.
September 19, 2018
Summary.
B players can be selfless and dedicated employees, but they often don’t get the attention from managers they deserve. To retain and motivate your B’s, get to know and appreciate them as the unique individuals they are. This is the first step to drawing out their hidden strengths and skills. Reassess job fit to make sure they’re in roles that draw on those strengths. Make sure you’re not overlooking someone’s talents because they’re quiet or reserved, or because they don’t fit your mental model of what a “leader” should look like. And give them permission to lead. While A players don’t wait for permission, B’s often do — but they can be just as effective once they know they have your support.
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New!
HBR Learning
Leading People Course
Accelerate your career with Harvard ManageMentor®. HBR Learning’s online leadership training helps you hone your skills with courses like Leading People. Earn badges to share on LinkedIn and your resume. Access more than 40 courses trusted by Fortune 500 companies.
What you need to know about being in charge.