By day, managers run themselves ragged worrying about their A players: their stars, their rainmakers, their top 15 percent. By night, the same managers fret over their C players—their bottom 15 percent of staff. The C players are those employees, incompetent by accident or design, who drift along and yet pose a drag on the organization because they require constant reinforcement.
[This article was provided with permission from Harvard Business School Working Knowledge.]
B-Players are always focused, honest
on Feb 19, 2013A players have their ambitions and chances as well. So they may not stick to a mediocre firm. Either pay and protect his interests and retain him/her while your organisation grows or leave his/her way. B players, if trained, they will also do well. Employ A players and ask your B players to learn from them and create back up.
on Feb 18, 2013In Indian conditions the so called \"B\" Players spread mediocrity in their work or in their attitude. These are the people who stand too long in the Organisation. They do not leave the organisation as they don\'t get accepted in any other organisations. However, they remain to be loyal and committed to the Company and are dependable always. Whereas, in my experience, their expectation levels during increment is very high and get at the same time quickly demoralized. My strong opinion, we must have a judicious mix of both \"A\" and \"B\" Players according to the needs. Besides, the meek and stringy Companies who are in the habit or practices of giving less wage and do not have any motivational schemes always find comfortable to retain these B players to help the Organisation to heap profits with less over heads.
on Feb 13, 2013Strongly agree, B players are sincere and loyal
on Feb 10, 2013very very true which i have noticed in my 30 years of experince
on Feb 8, 2013First think I need to describe why should I bring surprise for average employee ? Since, in Indian socioeconomic condition, there is no scarcity of average employees . But, if one needs to know the management theory, I must say initially a non-financial motivator like display of commendable work done by the average employees and subsequently award them with one time exercise prize money and so on gradually award performance based increment.
on Feb 6, 2013