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Post by meganlynch on Apr 15, 2014 14:27:18 GMT -6
I really thought this was a great video, as the 'B Players' truly are the heart and soul of a company. Upper management is only 15% of the company; the rest of the majority of the company is doing the same amount of hard-work everyday and are the faces of the company out in the public. These people have a major impact on the company. He also mentioned that to know what is really going on, CEO's need to speak with the B players and recognize their work. The idea of a writing a thank you note to the occasional employee is also an excellent idea to show them they are appreciated and are important to the company.
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Post by jessicaratelle on Apr 15, 2014 14:27:38 GMT -6
I like this video. I really enjoyed how he focuses on managers and employees having authentic discussion. Communication is key in all things and if people in the workplace are not having truthful and honest discussions, they will see more problems. I like the idea of B players making sure the right people stay in the workplace and those who aren't as fitting, leave. Low and high performance employees simply depend on the type of person they are.
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Post by lmoore on Apr 15, 2014 15:12:26 GMT -6
What stood out to me the most was one of the important groups of managers called the “go to managers.” These managers ensure that the right people stay and that the right people leave at the appropriate time. They ensure that the right people stay by listening to their needs. It is important that managers recognize their performers. It’s as simple as an email or thank you note from the CEO which goes a long way and helps to keep solid performers to stay.
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Post by chelsearickett on Apr 16, 2014 20:46:36 GMT -6
The B Players are the heart and soul of the corporation. The 60-80% of the organization are the majority and most important part of the organization. They know everything about the organization and the customers, but they get no credit for it. The B Managers are responsible for keeping the right people on board while getting rid of the rest. For B Players, you should have management discussions with them to make sure they have the chance to voice their opinions. Also to praise the real winners to motivate others to do better.
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Post by Jessica Aucoin on Apr 21, 2014 19:14:34 GMT -6
B-players are the heart of the organization but are often overlooked by upper level management. Just because they don’t contribute some outstanding achievement to the company does not mean that they do not do other important work. It is important as a manager or business owner to put time into these b-players. This does not always mean that they want a promotion but managers need to be able to talk to these individuals and be able to address their needs. B-players are what keep the organization running so it is important to have satisfied b-player employees.
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Post by mwinner123 on Apr 21, 2014 20:59:39 GMT -6
Well, he is correct in saying that CEO and high up executives usually focus all of their time on the highest performers. One of the main reasons is the obvious: They are making the most difference to the company. However, when you focus all of your attention strictly on the high performers and forget about the lower performers, you lose your lower employee's respect and productivity, and eventually, your high performers will either retire or be executives, and you will be looking to the lower employees to step up after you have overlooked them. Yes, it is important to nurture the high performers, but it is also equally as important to keep your lower performance employees involved and motivated to grow into that next category. It is critical that we be very truthful with our employees and also focus on the overall benefit of the company in the long run and short run. True, honest discussion is critical in helping earn your employee's respect and effort.
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Post by jessweaver on Apr 22, 2014 21:35:46 GMT -6
B players are the most important part of a business. Ultimately, they are the ones who get the work done and care most about the organization. They are not concerned with being promoted or being the face of the company, they truly just want what is best for the company. These people are often looked over and definitely are not given the recognition they deserve. I think that these people are mostly introverts. Extroverts are the ones that really look for the attention and the face of the company. Managers need to make sure they give the B players and attention and recognition they deserve.
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Post by amandayoung3231 on Apr 23, 2014 9:36:43 GMT -6
This is interesting to me. I understand that the managers know who is an A player and who is a B player. And I think they are all equally the same. They all are employees. They should be treated the same. In fact the B players may need to work with the B players more than the A players.
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Post by dnewson on Apr 26, 2014 18:38:55 GMT -6
Middle management is definitely the heart of the company, they are responsible for making sure the projected goals are met by their staff in order for the company to have a positive performance. They are a lot of times overlooked because the business structure and upper management holds the lime light. Companies really need to focus on this issue when dealing with the management teams.
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Post by racheleperes on Apr 27, 2014 16:17:21 GMT -6
I agree. I think your middle man is the one who is the heart and soul of the company. They are the ones who do majority of the work, and they are also the ones who get the least amount of credit.
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Post by wwerner on Apr 29, 2014 10:30:12 GMT -6
Being a B player in an organization means you are the life and blood of the company. But you are often overlooked by management because you are not as flashy as the A players. B players are happy where they are at in the company and want to stay t their current position.
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Post by ashleysegalla on Apr 30, 2014 11:45:32 GMT -6
B players are the heart and sole of the organization. They make up most of the employees. There are three important groups.The first are the B players who have been A players. Next are the truth tellers. They have a lot of knowledge about the organization, but get no credit for everything that they do. These are the people that the CEO should keep in touch with. The third group is called the go to managers. These people see problems in the workplace, and try to fix them head on. They ensure that the right people stay with the business. B players should be assigned tasks, not busy work, but actual projects.
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Post by susiekaz on Apr 30, 2014 22:19:24 GMT -6
It is totally true that CEOs and top managers spend most of their time and energy with top performers of A employees. The majority of the work force are your B employees and need to be addressed and managed the same way. When the speaker talked about a B employee who had been with a company for a long time, was happy and had no motivation to move up in the company I thought about myself in the current position I am in. I have been with my company for 13 years and want to leave after graduation. I know all the ends and outs of my position and am able to contribute a lot to the organization. Although I am comfortable and happy in my position there are times when i need encouragement and management recognition.
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Post by csimo123 on May 2, 2014 15:43:21 GMT -6
This video made me think of myself and how I manage things. I am definitely the B mangers, i like to call them behind the scenes and go getter. These type of middle line managers are not scared to do dirty work in order to help the company. These people do not like the spot light and will try not to get in peoples way and be in the back ground. This does not mean that they are not important you need people like in this in your organizations to make it run day in and day out.
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Post by jsherman on May 4, 2014 11:26:48 GMT -6
Managing people can always be difficult. You have to craft your management tactics for each type of employee as well. This video gave great tips on how to encourage and motivate your B players. This is needed in every organization because how you communicate with someone on different levels can't be the same in every manner. I had to learn that the hard way as well because of my experience as being a president.
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