Being open to collaborations help managers move up the corporate ladder, but at times team members resist the idea. Anumeha Chaturvedi suggests how managers can take corrective action when team members want to fly solo.
1 Find out Why It is important to assess the reasons behind the behaviour of one who avoids working in a team, says Amit K Nandkeolyar, assistant professor of organisational behaviour at ISB. He or she can be given counselling based on the nature of the problem, he says.
2 Tweak Reward System Managers can tweak the reward strategy at the start of the year by linking a part of the pay to collaboration, says Nandkeolyar . Companies could also have a peer evaluation system in place for team members.
3 Tie up Goals The individual’s goals can be linked to that of the organisation and managers should explain the merits of working as a team member, says Harshit Bhavsar, MD of HR solutions firm Universal Hunt.
4 Provide Mentors Initiating greater participation for the go-solo team member through crossfunctional platforms and committees will foster a sense of belonging. “This should not be outsourced to consultants,” says Bhavsar.
5 Identify Strengths If a team member is good at certain things, but lacks the ability to collaborate, the manager could move him or her to roles that best suit the person in the company based on individual strengths.
(The Economic Times. Mumbai, 22-01-2013)
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