That way you give them a chance to acquire new skills, which is much better than merely following and carrying out clearly expressed instructions. You should trust them because these people are usually very clever, according to an article at management-issues.com.
1. Give them a sense of purpose
We all need an element of struggle in order to achieve something; otherwise, life would become boring. So if you are able to provide an attractive goal, outsiders will go for it. They will fight for you like no other workers.
In order to motivate them in this way, you need to use the big picture. Think about the highest goals of your company; try to use company core principles as a means to make the proposition attractive.
2. Don’t overmanage them
The best results are acheived by setting them personal goals, then backing off. Let them find their own way of achieving these goals. Meaningful delegation is key; you just need to ensure there is a joint vision of the final result.
3. Empathy is key
Outsiders often have a problem when it comes to empathy. They are often divorced from what others view as good and bad. They may even defend people who are condemned by the majority. That frequently means that pretty much whenever they say anything, someone will take offence.
Try to imagine, if only for a moment, how they perceive the world. Try to uncover what motivates them. Try to understand how their distant and hard-nosed attitude leads to them becoming estranged from the rest of the team.
A final trick: how to defuse any situation with an outsider
Just apologise – for anything. An apology indicates respect and also comforts them because outsiders tend to be rather sensitive when it comes to injustice. Such a gesture on your part will encourage them to approach you and others in a similar way.
-jk-