Consequence: A highly productive team was cut back equally with other teams. Now it’s no longer highly productive and has to be ‘fixed’.
Someday: This problem is caused by management reinforcing success by management failure. A good team manager has succeeded in building a high-performance team and been cut ‘to be fair’ like managers who had too much fat, too little performance, and too good a politics.
Someday resources and recognition were going to go to the manager who did well – the destruction of the team’s productivity and confidence was done for the best of reasons – “everyone should take some cuts”. This was caused by management failure and can only be avoided by management.
Now what: Management needs to learn NOT to cut good performing teams. Now might be the time to look for a good performing team and ask how they might “absorb” or “do more” if you cut the managers of a lower-performing team and combined groups. This is hard on the teams’ managers but will build future capacity if team managers learn that the losers will get eliminated or are more at risk.
Checkbox item: If you haven’t recognized a team’s solid performance (and it’s not the top performers but the solid performance at #2 or #3) then you’ve put that team’s performance at risk. Find a culturally acceptable way to recognize that #2 or #3 tried harder and make public acknowledgment important. It is usually not budget expensive but will go farther in the development of leaders than many other management actions. Better there be management action than Someday consequences.
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