Managing ‘Grandfathered-In’ Team Members
You inherit a team member who doesn’t align with your culture.
“What do you do when you inherit someone who doesn’t fit the team culture you’re building?”
That is a question I’ve recently received from a reader of the case study about building a team from scratch:
It happens a lot. You get to work with people you didn’t choose. What do you do with them? Especially when you need to keep them on the team due to internal politics and pressure.
Today, you will learn about your 4 options (yes, you can have more, but these are my top 4 that have worked in the past).
1. Give people time to adjust
Time can erase pain and solve many issues. It also plays an important role in team management.
While you don’t often have the luxury of choosing your team from scratch, be sure you have time on your side.
Time can help everyone to settle, get to know each other, and adjust to the new situation (your leadership style, for instance).
Trust is not built overnight. Likewise, team spirit and atmosphere are not the same. You need the single effort of every member. Even the one you inherited.
It happens that people whom you may consider a ‘bad fit’ will turn out to be your best buddies. Time makes people comfortable. Give it time.
But also, they need to make their call. It’s up to them to decide how they will act as part of your team.
Are they in or out? You cannot wait forever.
2. Set boundaries and common goals
Remember this one?
It’s probably my favourite piece I have written about boundaries.
Inherited coworkers are not too different from people you choose, you still need to talk to them openly and present the team direction, goals, and values. (Ideal world, right?)
Like in any high-performing team, you need to:
Establish clear roles and responsibilities.
Communicate your expectations.
Keep interactions professional.
Focus on shared objectives.
Boundaries will help you overcome personal differences and office politics. What’s essential is to treat everyone in your team equally. Even if they got in through internal pressure.
Your personal preferences boil water. Be fair. Support everyone the same way. And make sure to have roughly the same time with each. Roughly.
If objectives are not met, responsibilities disregarded, and someone is engaging in toxic behavior, boundaries will help you draw the line.
Inherited people must follow boundaries and team culture. If not, then… strategy no.3.
3. Let go
If someone isn't a fit despite efforts to involve and support them, you can’t waste time forever.
Don’t let internal politics delay necessary decisions. You have to put your foot down. If a person is not performing and disrupting others from their work, there is no place in your team for them.
Sorry. But don’t be sorry.
We are all adults and can follow rules and directions and do good for the team. If someone does not understand that and goes against it, well. What’s more to say?
Btw, letting someone go could be a power game. The best is to have results and feedback on your side before you try to cut these internal plugs.
4. Manage office politics
It is not for everyone. Many leaders love protecting their teams like they were their children. Wrong.
You cannot make one team special over the other. You all work together.
Still, difficult work relationships are part of the job, especially in larger office politics. People have their agendas.
To handle power plays strategically, make allies. Be part of the network to have information and a say in things.
Managing office politics should not be something you dread or neglect. It gives you credibility, strategic advantage, and access to resources.
I can’t stress enough how much every manager and leader should dive into it. Your team is one piece of the puzzle, and to be a good leader, you need to help solve it.
Work = relationships.
If you build relationships, you will never have trouble managing anyone (even inherited people).
TL;DR
So, two things to take out from managing people you didn’t choose to.
Give them time to adjust and set clear expectations.
If they don’t fit or care, don’t force it.
Are you having trouble managing your team? Work with me at ivona@ivonahirschi.com
Have a good one, Ivona
On the menu:
Monday Deep Dive: Leadership Theories (part 3)
Thursday Newsletter: Extreme Ownership Lesson #1