How do I Handle a Talented Loner or Non-Team Player on my Team?
You must either create a niche that this non-mainstreamer can fill successfully and productively or encourage the individual to modify his or her behavior for the sake of the other members of the team.
To change the individual’s non-team behavior, you might play up peer pressure. Although loners may march to the sound of a different drummer, explain that the behavior can cause ill will and negative feelings from other team members. A change would move this person closer to the center of the group, reduce coworkers’ resentment, and help to eliminate the uncomfortable us-versus-him attitude that may exist now.
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You may also point out the reality of the situation. While praising the individual’s experience, special skills, and length of service, emphasize that everyone is expected to embrace a one-for-all, all-for-one attitude. Anything less threatens the success of the entire work unit and will jeopardize the headstrong employee’s job security in a corporate culture that revolves around teamwork.
Alternatively, you can assign your lone rider to work that will further the team’s goals without him having to interact closely with other members. For instance, the individual could research problems, locate resources, or evaluate certain projects in advance and recommend actions that the team may take.
There may also be other areas of your organization where a non-team player might fit in. Repeatedly urging a loner to get with the program may only produce friction and resentment. Instead, check out the possibility that he or she might qualify for a job in another area—one that isn’t as team-oriented—where the person’s talents might be a perfect fit.