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Chapter 2. The Barriers to Team Success > Poor Recognition and Rewards Programs - Pg. 21

The Barriers to Team Success 21 One of the most common complaints team members make about associates is that they don't do their share of the work. Their poor performance may be caused by technical incompetence or per- haps a lack of motivation. Whatever the reason, the better workers have to make up the work. As noted earlier in this chapter, the team leader has to identify the cause and take steps to correct it. But often this does not work. The member just isn't going to make it. Many leaders are reluctant to remove a poor employee. It's often difficult, if not impossible, to find another spot in the organization for which they are better suited. The alternative, termination, is not an easy decision to make, either. As a team leader, your responsibility is to develop and maintain a successful group of team mem- bers. If a member is not productive and you have exhausted all your options to make that person succeed, you have no choice but to remove him or her from the team. How to deal with poor performance and how to terminate a member legally and tactfully are dis- cussed in Chapters 13 and 14. Poor Recognition and Rewards Programs People expect that when they perform well they will be rewarded. It may be in the form of financial reward, such as bonuses or raises, but it is not limited to money. Such tangible recognition is a great way of rewarding high performance, but it is not the only way--and maybe not the best. There are many ways of letting people know you appreciate their work. It can be as simple as a pat on the back or as formal as an awards ceremony. Individual Accomplishments