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A-Players Retention Plan

A-Players Retention Plan

6 thoughts on “A-Players Retention Plan”

  1. Yes, man! I love that you incorporated your experience from the military here and the personal ideas on mentorship. I come from a similar background as a teacher. I have to constantly check myself in regards to favoritism and push all my students to achievement. We will see how this all can be infused within our business models.

    Best Regards,

    Doc

  2. Toochi,

    You bring to light an interesting thought regarding turning C-players into A-players. Rarely do third string quarterbacks make it to the starting position, yet they still stay on the team because they are better than others. Sometimes they do get to start due to injury or extremely poor performance. There have been rare occasions where the backup has actually risen to the occasion.

    Perhaps one can find what makes a C-player tick and utilize that connection as the catalyst to motivating them to a better level of performance. I guess this would be an amazing management ability for anyone who possesses that skill.

    Regardless, you emphasize one thing I wholeheartedly agree with. Recruiting quality talent should never end.

    Thanks,
    Ray

  3. Hi Toochi, I enjoyed reading your post. You provided an interesting perspective on how to deal with C-players. Instead of firing them, you suggest that we engage them more. I do agree that it is important to create a strategy to retain the best of the best.

    Thanks, Michelle Ballard

  4. Toochi,

    I can see similarities in your work and mine. Since my background is a large corporation, it too isn’t like entrepreneurship. When new employees are hired, they might not be the best fit for the job description. It is very hard for employees to get fired if they are at least doing their job, even if it isn’t A-player type work. The better managers take these B-level and C-level employees and tweak their skills to benefit the team as a whole. They probably will never be A-players but they can still be massaged into getting the deliverables that are needed for the business.

    Continued recruitment must be conducted and I do not see that happening in my workplace. Once headcount is filled, all potential resumes are tossed.

    Brandon

  5. Toochi,
    I enjoyed your post and you made a very unique comparison. I like that you pointed out you don’t have choice of firing and that you mentor and help your Sailors move up to the next level. Great post!

  6. Hello Toochi,

    Your experience as a sailor has taught you well. Sometimes when leading a team that is composed of A and C-players, it may be possible to create meaningful and engaging experiences that would help that employee perform and achieve more within a company.

    Fostering a work environment where everyone feels as though their job is meaningful may help C-players perform at an A- player level. It is all about realizing people’s motivations. I have an employee that likes praise. I reward her with it in front of everyone. I have an employee where a simple thank you will do. Some people may not have time to help everyone do their best. In those cases, hiring well the first time is important. It will help with those unemployment claims too! ; )

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