A team member is talented but disliked – what do I do?
Posted by
You have a highly talented team member others in the team seem to dislike and are reluctant to work with. What can you do to turn this situation around for everyone’s benefit?
First talk to your team member. Do they feel excluded, that others in the team are treating them differently, that they are disliked? If so, what do they feel is behind this? Has this treatment been in place since they joined the team or since some incident or event? What have they done to try to resolve the situation – if that’s been appropriate? Reassure your team member that you value their contribution and that you’ll be talking to the rest of the team to try to resolve the situation. Let them know that, as the manager, you have a duty of care to everyone in the team. Remember favouritism is not an option.
Now talk to the other team members individually. Ask why they dislike this talented individual. Don’t make assumptions or tell them what you think the problem is, simply say what you’ve observed or heard and ask what the issue is. Listen carefully to the answers. Are there any similarities? Are their reasons personal or is there some group-think going on? A dominant personality in the team might be influencing others to look at this talented person in the same way they do. Jealousy has an unhappy knack of growing resentment in ourselves and others.
If this appears to be the case deal with the team as a whole. Remind them of the purpose for the team, what you all need to achieve to be successful as a team and as individuals and how each of them contributes to the whole including your ‘disliked’ team member. It’s also worth reminding people that whilst we don’t have to like our colleagues we should respect them professionally and behave accordingly. If your organisation has espoused values and behaviours remind the team what they are and that you expect to see these in evidence.
What if the person is dislikeable? Highly talented people can sometimes be conceited too, or overly critical of others less able, impatient, or perhaps condescending. In this case whilst the step above still applies to the team as a whole you will also need to undertake some coaching with your team member to get them to realise the pitfalls of such an attitude. Remind them that even highly talented people can’t operate successfully purely on their own. Helping them adopt more conciliatory and considerate behaviours now may well help ensure their career is not de-railed before it has even started.
What if it’s a case of someone who is just ‘different’? Teams can easily become very homogenous as we often recruit people in our own likeness or choose those who will ‘fit in’ the best! Maybe this person is providing a timely reminder that your team needs a shakeup and some refresher training on the value of diversity in thinking and outlook. Diversity strengthens our ability to analyse issues, resolve problems, provide better customer service and supports greater creativity.
What if it transpires the dislike is grounded, that the talented person has indeed done something wrong? Perhaps they’ve taken credit for work which isn’t theirs, been dishonest in some way, or they’ve been bullying or harassing other members of staff? Some issues can be resolved by talking to the individual. If not, or if the issue is serious enough, you may need to firm up these allegations and then use your internal disciplinary process to investigate and resolve the issue. Talented they may be but if the price is unacceptable they may not be right for your team or organisation.
TAKE AWAY
It’s never easy to deal with a situation like this. By remembering you have a duty of care to all your team members, ensuring you find out what the problem really is and keeping an open mind you will find there are a number of solutions which should all help turn the situation around.