Mastering Team Management: Navigating Gainers, Maintainers and Complainers for Success

Have you ever examined your company’s team the way a sports coach evaluates players? Do you know who your top performers are, who consistently holds the line, and who may be dragging the team down? Your team can often be divided into three distinct groups: gainers, maintainers and complainers.

Gainers: The Top Performers

Gainers are the top 10% of your team — the individuals who are always striving for improvement. They invest their time, energy and resources into personal and professional growth. Gainers aren't just focused on short-term wins; they’re playing the long game. They seek opportunities to learn, take on new challenges and take calculated risks for long-term rewards. These individuals are solution-oriented and proactive, often identifying potential problems and offering solutions before issues arise.

Gainers are motivated by recognition, promotions, financial rewards and personal goals. They see their role in the company as more than just a job — they view it as an integral part of their career growth. As such, they’re often the innovators, working to improve processes and drive the business forward. In short, gainers are your company’s catalysts for growth. Their motivation not only benefits their own careers but also sets a high bar for the rest of the team.

Maintainers: The Steady Contributors

Maintainers are steady, reliable workers who fulfill their role without seeking attention. They prefer staying within their comfort zones and aren’t actively looking for career advancement or new responsibilities. While not the innovators or leaders, they ensure that day-to-day tasks are completed effectively and on time.

Maintainers aren’t necessarily lacking in value. In many cases, they are the backbone of daily operations, ensuring that essential tasks are done consistently. However, they’re not likely to drive significant growth or innovation. It’s easy to overlook them, but with proper coaching, maintainers may have untapped potential. Some may simply be in a stable phase of life and not ready for more responsibility, but that doesn’t mean they won’t grow into a gainer down the line.

Complainers: The Culture Killers

Complainers are the ones who always find fault — whether with their role, the company or the leadership. These team members often feel that nothing is good enough and spread dissatisfaction. They don’t necessarily seek solutions to problems but instead want to drag others, especially maintainers, into their negativity.

Complainers can be toxic to your team’s culture. Although they might still perform adequately, their negative attitude can undermine team morale. Left unchecked, they can recruit maintainers into their mindset, creating a larger problem within the organization.

Managing the Balance

So how do you manage this mix of gainers, maintainers, and complainers? The key is recognizing who fits into each group and developing targeted strategies to manage and support them.

Focus on Gainers

Gainers are often self-sufficient, but it’s important not to neglect them. These individuals are ambitious and capable, but without recognition and opportunities for growth, they are the most likely to be recruited by competitors. Check in with your gainers regularly to understand their motivators, offer support and ensure they have a clear career development plan.

Career development is essential for gainers, and involving them in the process is crucial. Gainers who feel valued and supported are more likely to stay and contribute significantly to your company’s success.

Develop Your Maintainers

While it might be tempting to let maintainers continue to fly under the radar, there’s value in understanding what they want from their roles. Some may be content staying in their current positions, while others might be open to growth if given the right opportunities.

Take the time to coach your maintainers and assess whether they have the potential to become gainers. Do they have the drive but need guidance? Or are they in a phase of life where they need stability? By identifying what motivates them, you can better support their development and ensure they don’t fall prey to the influence of complainers.

Address Complainers Early

Complainers can have a corrosive effect on your team, especially if they start pulling maintainers into their negativity. It’s essential to address these individuals as soon as possible. Sometimes constructive feedback can help shift their mindset, but if they continue to bring down team morale, you may need to consider whether they should remain part of the organization.

Every team has a mix of gainers, maintainers, and complainers. As a leader, it’s your job to identify which team members fall into each category and manage them accordingly. By investing in your gainers, supporting your maintainers and addressing the negative influence of complainers, you can create a more engaged and productive work environment. This balance ensures your team is set up for long-term success and growth.

Previously seen on I95 Business Magazine.