There is the well-recognized need to retain Vladimir, to get him to co-operate with colleagues and dispense with non-performers. Viewed from this perspective, the suggestion to bring in new talent and to put the non-performers on notice is a good strategy to reduce the negative effects of intergroup conflict. In other words, we are creating a situational change by this strategy. To make this strategy work, it is appropriate to involve him in the selection and the induction process for the new recruits. This would increase the acquaintance potential of the team and provide a chance for better appreciation of the team’s shared goal. This would be an apt recognition of Vladimir’s talents, send the right message to others, besides thrusting additional responsibility on him.
The suggestion to retain 6 top performers at the end of a defined period of training of the 5 new recruits serves the dual objectives of being fair but firm with the entire team – new as well as the existing. There will be natural attrition which is always a possibility even without this strategy. By declaring the notice period and the final intentions openly, a healthy competition is being created that would raise the co-operation and performance levels in the team, and will
One possible risk in this strategy is that Vladimir might become more arrogant and consider himself indispensible. However, since the attempt is to put together a much superior team, the disparity between him and others will reduce; further, he is being made responsible for his team’s performance or failure. These changes will mellow his behavior. This aspect can also be further strengthened by periodic counseling process which is so essential in any conflict