closed, silent, avoiding corporate entertainments, but such a great pro who can not and does not want to work in a team.How to find the key to his heart and to arrange for the company?
department heads call them "difficult to operate.""Strange how something" - is echoed by a colleague.But everyone recognized that the best specialist to find almost unreal.And so I forgive him many things: and gloom, and detached view, and constant unsightly jumper, and even a habit to lock all the boxes on your desktop personally tailored for that gate and locks."The only reason that we can assume the existence of a collective" single "is much different from the rest of the staff training.
much higher level of skill, a completely different area of training or extraordinary creative thinking ", - says Olga Shapovalenko, director of consulting company Staff Service.
And it should be noted this is reason enough to think seriously about the development of a special incentive system, given the characteristics of such a pro."Business - is a process in which it is important to win, but did not participate.And the winners are known, do not judge.Many managers especially value the result.And because the ways in which it is achieved (of course, if they are legal), fade into the background.Creative people are very often a non-team players, and if we want to get their creative result with psychological characteristics necessary to be considered ", - says Nadezhda Gardening Project Manager HR-consulting company" Position Broker. "
Man process
«Most of the" single "- people schizoid warehouse (schizoid should not be confused with schizophrenia, as it is not a disease, but a set of specific personal characteristics: insularity, the propensity to theorizing, communication problems).Often people choose this type of technical professions where communication with colleagues is reduced to the minimum necessary ", - said Vitaly Matusevich, a psychologist.It often happens that, in dire need of recognition, but not being able to get it in everyday conversation, they go headlong into a profession.And in this way compensate for their missing adequate capacity for communication and expression of emotions, becoming excellent professionals, really love what they do.
Their enthusiasm, willingness to spend an incredible amount of time and effort to solve problems, the ability to find original and unique ways to achieve the goal distinguishes them from the others.At heart, "loner" sure of his genius, but extremely painful experience any event that may cause others to doubt it.If the work entrusted to them seems important and interesting, they will do it very seriously and responsibly.However, when it comes to writing a report or preparing documents for regulatory bodies, relevant authorities only, - such a man can be so difficult to overcome resentment uselessness of this occupation and the internal resistance, he can postpone the task on the last day.Nevertheless, such a commission can remain unfulfilled because of illness or some other quite "good" reasons.
«Naturally, and loyalty to the" lone "there are pitfalls.Such employees are sometimes problematic to control, to receive from them the necessary statements to achieve the most results with no interaction with the team, "- says Hope Garden.
Therefore, knowing about the features of the "single", the head of the commission is to rank in order of importance, not insisting on carrying out those who do not belong to the category of core responsibilities.For example, from "single" rarely make good coaches.People of the warehouse to work hard with the group.Their annoying curiosity, frivolity and superficial issues, because they themselves normally reach all your mind.Therefore, charging "nekomandym players' training young people rather futile, much better to involve them as experts in the development of training programs - and rigorous and dispassionate examiners later.
It should also be borne in mind that "loner" hard to switch and do a few things at once.But if you give that person the opportunity to concentrate on doing one or two important problems - they will be met with a plus five.
For employees of this type can be excruciating and unbearable need to negotiate with the management of every step and report on each step during the execution of the work.This is their "distracting" and can be seen as a lack of confidence leadership that can be a major demotivating factor.
Motivation: keep your distance
quite a significant motivating factor for non-team personnel is the ability to plan and monitor the implementation of the project, choose a convenient schedule.Therefore, the immediate supervisor "complex" slave must be ready, for example, allow "alone" to work on a free schedule.But this officer should agree with him schedule the completion of a milestone.
also important for the "single" may be able to restrict its area of office space.If the worker accidentally decides to release such employee from the table of dirty dishes and ashtrays, it can be perceived as a hostile invasion of his world order.Well, if someone from the staff will need in the absence of a host computer or enable it to take a book from the table - it can be a disaster.Therefore it is best to hold explanatory conversations with subordinates on how to deal with such office "neighbor."
In addition, empty talk with colleagues distracted "single" from the case, and, therefore, rejected.Therefore, they often ignore any attempts to establish contact with them."In this regard, a good motivation for the individualist be isolated workspace: a separate room or partitions between desks.If you have a company has several employees who prefer to work independently, you can put them all in one room.Thus, you will create a comfortable working environment for all."Singles" work in peace and quiet, and the rest of the staff do not suffer from silence in response to the question "how are you?" - Says Olga Shapovalenko.
According to Vitaly Matusevich, any action aimed at underlining the special attitude to such employees is perceived as an indicator of recognition and become the best motivator."The Mavericks are very sensitive to the status of rewards and signs of attention - special parking space, own key to the office, if possible not to comply with the dress code.Money is much less interested in them.Such people are in need of recognition.The fact that someone pointed out their merits, because they themselves do not know how to present themselves to the world, suffer from it, and therefore very vulnerable, "- explained Mr. Matusevich.
That is why, despite its apparent inaccessibility and unavailability, "loner" in dire need of recognition.The work - it is their life, the most significant (and sometimes the only) the scope of their implementation.Even if the reaction to the praise of the chief outwardly expressed in an ironic grin "misunderstood genius" in his heart, he will rejoice and prepare for new challenges.
special case
«As a rule, these employees work on projects independently, without the need for, and sometimes even rejecting the proposed aid.They are focused on the problem, have an internal reference and type configured to receive remuneration based on the results of their own work - explains Ms. Shapovalenko.- It is with the latter feature can be attributed to cautious and sometimes hostile attitude towards the team, "the single."And the difficulty here is that the individualist will never make an effort to propiarit its activities among colleagues.Most of the staff have little understanding of what he does and what such services for him acting "individual motivation program."And in this case the PR-function borne by the immediate supervisor "loners."At the end of each project can be requested from a subordinate report on the work performed and to carry out a mini-presentation on the results of the project.This will help to familiarize with the work of other colleagues "singles" and create a positive attitude towards it on the part of the team. "
Of course, such a worker is difficult to control, it is independent, does not accept criticism, demands an individual approach to motivation.Therefore, "if the manager wants and can afford the risk of working with a non-team players, giving an indulgence on the part of some of the corporate rules, he will have a harder they require in the case will bring no results returned" in order "or leave" - says Hope Garden.However, on the other hand, each employee has the opportunity to learn from the maverick independence and creativity, and professionalism can make it almost indispensable.
big question
How to control: if the grant is not possible to complete independence, to monitor should also be in the individual mode, without attracting such sotrudnika- "alone" to the general "debriefing" meetings and meetings.
How to motivate: pay more attention to the "status" of things, emphasizes the importance and individualism of the employee: to provide maximum independence when planning, relief in compliance with the dress code, if necessary - the opportunity to work on an individual schedule, attending seminars and conferences, and so forth.Material aspects of the development of incentive programs such employee may be on the third and fourth positions.
How to evaluate the results: on the finished product.Thus it is necessary to pay attention not only on productivity but also elaborated the depth of the problem, the introduction of innovative solutions.While working on the task of "single" may work out in great detail all the possible approaches to finding solutions and introduce them can avoid the mistakes of other, more superficial employees.
Articles Source: rokf.ru, vd.net.ua
