Could A C-Player Be An A-Player In Disguise?
- Oct 30, 2023
- 4 min read
Updated: Aug 19, 2024
Written by: Susanne Ekström, Executive Contributor
Executive Contributors at Brainz Magazine are handpicked and invited to contribute because of their knowledge and valuable insight within their area of expertise.
Do you think your C-players are just dead weight? Don't trade them out of the game just yet. They might be your hidden gems. Learn how to polish them into top-scoring A-players with actionable steps. Are you up for the challenge?
What's causing C-player performance?
We all have them, the C-players, and it's essential to understand why. Here are some factors that could be holding back your employees:
Recruiting Missteps: Sometimes, you hire someone who doesn't align well with the company's values or culture
Role Mismatch: Your employee may not have the skills or passion that their job demands, leading to low engagement and performance
Organizational Changes: A previously high-performing employee may not adapt well to changes within the company
Inadequate Recognition: Denying someone a deserving pay raise can kill motivation
Burnout: Previously stellar performers can burn out, leading to a slump in output
Poor Management: Ineffective leadership or unclear guidance can demotivate employees and hinder performance
Team Issues: Unresolved disputes or a toxic work environment can affect overall performance
Stagnation: A lack of growth opportunities can make your people disengaged
The ABCs of employee performance
A-players: These are your stars—the leaders, innovators, and high performers who consistently go above and beyond.
B-players: The backbone of your team. They're reliable, meet expectations, and provide valuable support.
C-players: The struggling employees. They often fail to meet performance goals and tend to be less engaged.
According to Gallup's 2023 State of the Global Workplace report, 18% of the world's employees are "actively disengaged/loud quitting." That's nearly one in five employees.
Their actions may "directly harm the organization," Gallup says.
Often, your C-players show up in this category.
Identifying hidden talents
Not all C-players are lost causes. Every C-player has a unique story and untapped talents.
Are they not motivated enough or misplaced in roles that don't suit their abilities?
By taking a closer look, you may discover skills and talents that have been overshadowed or not yet utilized.
So, can a C-player evolve into an A-player?
YES, they can!
A guide to handling C-players: Four steps to follow
Step 1: Take a look in the mirror and reflect on your role
Are you providing a positive and motivational work environment?
What can you do personally to assist this employee?
Step 2: Initiate 1:1 conversations
Discuss with your employee and try to identify the root cause of their underperformance.
Open, honest dialogue is key here.
Step 3: Gather others' opinions
Consult with other managers and team members to get their take on the situation.
This is a sensitive step, so handle it delicately to avoid worsening any team dynamics.
Step 4: Create an action plan
Create a tailored action plan based on your self-reflection, the 1:1 talks, and the feedback from others. Involve the C-player in this process to ensure they're committed to their own transformation.
Possible action plan avenues:
Role reassignment
Skill training and development
If necessary, discuss parting ways
Summary
Don't rush to bench your C-players; they might be future all-stars in the making.
By taking a proactive approach, you can transform underperforming employees into key players, enriching both their careers and your company.
The ball is in your court: are you ready to turn your benchwarmers into MVPs?
(below is the same as in my other articles)
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Read more from Susanne Ekström!
Susanne Ekström, Executive Contributor Brainz Magazine
Susanne is a visionary entrepreneur, worldwide executive coach, and the brain behind BeASmarterLeader and SEE Management.
Her goal? Helping CEOs of $8-20M companies make $499k more in 99 days.
In the past five years, Susanne helped her clients make +$30 million more in profit. Her signature programs and coaching have transformed more than 6,000 individuals into Smarter Leaders.
Her mission? To guide CEOs like you, helping you reach the top of your game. She specializes in turning your big business dreams into reality, making your company richer, your team happier, & your business more robust.
To achieve this mission, Susanne focuses on three main areas:
Freeing up time for you and your key people to strategize
Utilizing and optimizing your company’s potential for greater productivity and profitability
Designing a scalable business model to 2-3X your company
Why? In 2001, her dot-com company went bankrupt during the market crash. This tough experience led her to guide others for over 20 years to avoid similar problems.
