How to solve the "black sheep" in the team

Superstars among employees will attract the boss's attention, but those black sheep may get more attention. These black sheep make people upset and hold everyone back. Their destructive behaviors, such as anger, laziness and incompetence, are quite contagious. Introducing some black sheep in exchange for political leaders, or conniving at their rude and incompetent employees, is actually paving the way for the failure of their most capable employees. It is very important for leaders to weed out the black sheep in advance before recruitment. If these people are lucky enough to pass the screening, the boss must find ways to change them or (if necessary) fire them. It is not difficult to understand why bosses are committed to attracting and cultivating superstars. A mountain of research shows that star employees and talented employees can bring amazing achievements to the company. In addition, it is obvious that paying attention to those employees who perform best and are proactive will also make bosses feel more happy. However, some studies on issues ranging from love relationship to office communication show that negative interaction in interpersonal communication can accumulate more energy than positive interaction. The reason is simple, like psychologist Roy? Baumeister and his colleagues concluded that bad is better than good. These black sheep lead to negative thoughts, emotions and performances among colleagues, which are much greater and last much longer than the positive reactions caused by active employees. Why don't you go and see Will? Will phelps, Terrence? Mr Mitchell and Eliza. Eliza Byington's Research on the Relationship between Bad Apples and Team Efficiency. They examined the influence of the black sheep on the whole team. These black sheep include lazy people (people who are unwilling to work hard), depressed people (people who show pessimism, anxiety, insecurity and anger) and annoying people (people who violate the norms of interpersonal communication). An experiment by Phelps found that as long as there is a lazy bone or a nuisance in a team, the performance of the team will drop by 30% to 40%. The usual screening methods are often not enough to judge whether a candidate is a bad apple. Job seekers may have studied in the best schools, or displayed charm and talent in previous interviews, thus hiding their laziness, incompetence or abomination. Therefore, one of the best ways to screen employees is to observe their real state when working under realistic conditions. Akshay? Akshay Kotari and Anqite? Ankit Gupta is in favor of this method. Their Palo Alto, California-based company Pulse develops news reading applications for mobile devices. When recruiting new employees, Pulse will consider the opinions of colleagues and supervisors who have worked with candidates and conduct multiple rounds of interviews. But they say the most effective way is to let the candidates come to the company for a day or two and let them complete some short-term jobs (these are paid jobs and the company will pay them). They said that some candidates had excellent resumes and were highly recommended by former colleagues and supervisors, but they failed to get the job in the end-because their weaknesses in professional skills and interpersonal relationships were exposed during the selection process. Turn your back on Robert W. Baird &; Co .)。 This financial service company is regarded as a good employer. The company is seriously building a culture that rejects rude and selfish behavior at work. They call it the don't be an asshole rule (although in fact, they use a more charming word than an asshole). Paul, CEO of the company? Purcell said that the company will start sending information during the recruitment process. He said: During the interview, I will look the candidates in the eye and tell them: If I find you an asshole, I will fire you. ? Most candidates are not worried about this, but from time to time, some people turn pale after listening, and then we haven't seen each other again. They found some reasons to quit the screening process. When a recruitment mistake really brings a bad apple that constantly belittles colleagues or always puts his own interests above others, Baird will quickly deal with or fire the employee. Biographer Thomas? Mcnamee described how Waters' love for people and dishes infected the people around her. Over the years, although many black sheep were swept out of the house, Waters did not open the door. The process of firing employees usually begins with a colleague of Waters gently conveying the message that Waters is not happy now. If this hint doesn't work, then Waters' colleagues, or people close to Waters, will fire the employee. A spokeswoman for Panis House Restaurant said that Waters sometimes fires employees herself, and she makes those employees feel as if they are making a decision to leave, as if they had better keep looking for new job opportunities. The spokesman also said that among the existing employees of the restaurant, people who have served the restaurant for decades account for a large proportion. Closed and isolated in a company, there is an engineer with good skills but disgusting. The company leader couldn't convince himself to fire him, so he rented a nice office for him just a few blocks away from the building where all the employees were located. His colleagues are very happy, and so is he-because he likes being alone. Just a word of caution: leaders who think that some destructive superstars are too important for the company to fire them often underestimate the possible losses caused by these people. Charles, a researcher at Stanford University? O' Reilly (Charles O? Raleigh) and Jeffrey? The case of a clothing retail store cited by Jeffrey Pfeffer is very enlightening. The company fired a salesman who performed best but was also a bad guy. After he left, although none of his former colleagues could catch up with his personal sales performance, the total sales of the whole store surged by nearly 30%. According to two researchers, this lesson tells us that one person is a drag on everyone, and once he leaves, others can do their best. (Robert? Robert Sutton is a professor of management science and engineering at Stanford University. )