There are employees who don’t like teamwork. Although this may be characteristic of their personality. Most of them think they deliver better results while working solo. Others simply don’t like some of the team members. In any case, the nature of the work sometimes requires employees to collaborate and work in a team. And when they don’t, the work is interrupted. In this instance, these employees are anticipated to be pliable. Yet, it is easier for the employer to teach the concept of flexibility to an inexperienced young employee. Being a member of the team, the employee should put in efforts to team’s goals. When such employee doesn’t cooperate, many problems arise at work. Throughout this article, the reader will discover about tips on how to get the same type of employee involved.

Emphasis on personal competencies

A team leader should be mindful of the personal characteristic of the team members. Additionally, he should employee their personal strengths to assist the last end. If a team member likes to work on his own, then a team leader may give him a critical task that he can handle independently. The selected task should be useful in meeting the team’s goals.

Fix companions

When the tasks that can be accomplished solely are complete, the same kind of employee has to collaborate with his colleagues to carry out the remainder of the projects. A team leader may fix a partner for the employee who prefer to play solo. In such a situation, both will work together to complete any work and remain linked up to the team.

 

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There’s no alternative

Pay attention to staff trying to evade teamwork. Support them by Explaining the importance of working in a team. The same should improve their teamwork skills.  Furthermore, the manager may find it necessary to explain to his team members that teamwork is not an option. Success in executing the task and reaching the goal calls for teamwork. Everyone should cooperate and get along with each other.

 

Appreciate teamwork

A team leader should acknowledge positive and cooperative team members. It is good to think of some encouraging reward for teamwork. For example, the team leader can announce that there is a reward when the work is done with the requisite quality. This bonus can be a get together at a restaurant for having  dinner celebrating the completion of the project.

Get hold of tough decisions

If repeated warnings didn’t work. The leader should not avoid taking the necessary disciplinary actions towards the employee. The penalty must be gradual in terms of hardness. The leader may determine that the appropriate action – unavoidable – is to terminate the employee.

In conclusion, sometimes teamwork is  not an option. A team leader may find employees who don’t want to cooperate due to various causes. One of which is the lack of training and competence. In such instances, a team leader may need to consider in earnest about making the team members a training course about teamwork.

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Muhammad Helmy is a Business coach, Lawyer, Training package designer and Content writer. When coaching, Muhammad Helmy considers not only assisting Entrepreneur in solving the startup problems, but also developing a business model that offers unique value to the community.