If it’s at all possible, you want to keep the people you have and not start over with new employees. Even if you have someone that is causing problems, it may be better to spend some time working with that individual to determine if they have a need or want that is not being met in their current situation. Many times if you can find that answer and address it, you can turn everything around. And, that’s part of the leadership role you have, to help your people fulfill what they have to offer for themselves and for the company.

1. Leading With People In
Your Group
If it’s at all possible, you want to keep the people you have and not
start over with new employees. Even if you have someone that is
causing problems, it may be better to spend some time working
with that individual to determine if they have a need or want that
is not being met in their current situation. Many times if you can
find that answer and address it, you can turn everything around.
And, that’s part of the leadership role you have, to help your
people fulfill what they have to offer for themselves and for the
company.

2. Beyond addressing the “problem,” it is important to make sure all
of your people are moving forward, gaining new skills and
knowledge, adding more to the team, and working together with
ease. That all sounds like a perfect world, and it won’t always be
that good, but that’s the goal as an effective leader.
Sleuthing
Taking time to talk with your people on a regular basis to find out
what they enjoy about their work and the company can help. You
also want to find out what some of their personal goals are.
Knowing both sides of that equation should give you a good idea
about how you can help with their goals by getting them into
classes or training that will benefit the firm as well as the
individual.
Is there another job the person is interested in doing? Even one
that isn’t currently part of your organization. A good leader
develops the people and creates jobs as needed when it means
employing a rising star.
Cross-Training
Consider jobs that work closely together. Where that is the case,
you might want those to cross-train with the other job(s). This not
only means you don’t have to worry about things like extended
sick leave, holidays, or losing an employee — but it also means
those people have the chance to build a deeper bond with those
they most often associate with. It also allows them to rethink any
protocols that could be more efficient with a few tweaks. A few
things to keep in mind. If someone is doing great in their job,

3. reward and cherish them. If someone is outstanding but not a
good fit for their current job, again, reward them and move them
into the right job.
For those who struggle, train or help them improve in their job or
find a better fit for them immediately. Don’t leave anyone
frustrated or unappreciated.