How do you handle less cooperative team member(s) and make them more effective and efficient?

From my point of veiw and through the Physical work land as well , I MUST be one of the team and be near them even once a week to know what they really face and who can keep up the race with me or he / she can't swim tell we all reach the island safely.

How do you handle less cooperative team member(s) and make them more effective and efficient?

One of the most effective ways of keeping team members and raising retention is to enrich their jobs and increase motivation.

The first step is to find out why a person   is a less cooperative member  of the team. There is usually a  reason why an employee is not performing well!

1.    After speaking to the person or people who are problematic or less cooperative within  a team further action is needed

2.    Always treat team members with respect , even those who may be a lless cooperative.

3.    Be positive! And search for any common ground from which to start building relations

4.    Find out if roles within a team unclear causing overlap of responsibility? Is the work load fairly distributed or are the person in question or certain individuals feeling overburdened and stressed

5.    Remember to be tough on the problems and not on the people

6.    Be ready to remove less cooperative people from the team if you find that their disruptive behavior persists after all avenues have been explored to make them more effective and efficient

7.    Find out is your management at fault? If so talk to team members to see how you can redress the situation. The object  of the exercise is to improve behavior, not parcel out blame and criticism.  

8.    Being the counselor: as a counselor you are called upon to deal with personal problem. These may be problems at work place or home. Either way , the affected person needs to tell a sympathetic listener about his or her problems. You should ideally help the person to find his or her own solution though it may be necessary to make strong suggestions.

Once the cause for the demotivation which is at the root of less cooperative behaviour  is known then set out to address the demotivating factors

·         If promises are made they should always be kept

·         Going behind people’s back is not permissible

·         People should be kept fully informed of anything that might directly affect them

·         Performance should be judged and rewarded fairly

·         People are capable of remarkable achievement  if they are  given the right motivational leadership

·         Keep the ‘’carrot’’ visible but the ‘’stick’’ in hiding

·         Try to influence behavior rather than to change personalities

Once the less cooperative member is motivated enough his or her efficiency automatically increases because of the raised commitment levels.

 Good luck