For mid-market leaders aiming to scale sustainably, the difference between mediocrity and high performance often comes down to the calibre of your people. At SSBG, we work with mid-market business leaders who are ready to create high-impact teams. That starts with building an A Player culture.
What are A Players?
A Players are team members who rate above 75% on both alignment with company core values and role-specific productivity. They may not be necessarily climbing the leadership ladder, but they excel at what they do and contribute meaningfully to the company’s purpose.
A Players bring focus, energy, and consistency. They don’t just get the job done, they uplift those around them, helping to create a cohesive, high-performing environment.
Importantly, this standard applies across all roles, not just senior positions.
Why you should have an A Player culture
Hiring someone who is a misfit can cost up to 15 times their salary. In senior roles, that multiplier can climb as high as 23x. It’s not just the direct cost. It’s the drama, the distraction, and the drag on your culture and momentum that truly hurt.
In fact, poor hires can stall your growth altogether.
On the other hand, when your culture is built around A Players, it is energising. You can feel it when you walk into the office. Your people are productive, positive, and purpose driven. It’s a culture where core values are lived, not just stuck on the wall. And critically, it starts with the leadership team. If they aren’t modelling the values, no one else will either.
How to identify if your team are A Players
Use a simple two-axis assessment:
- Core Values Alignment – Is this person consistently behaving in a way that reflects your company’s core values?
- Productivity – Are they excelling in the role they currently hold?
If someone scores below 75% in either, they’re not yet an A Player. That doesn’t mean they can’t get there though. Many employees can grow into being an A Player over time, particularly in the first 6–9 months of employment. Others may simply be in the wrong role for their natural style, and a shift in responsibilities can unlock their true potential.
A great diagnostic question? “Would you enthusiastically rehire this person?” If not, it’s worth exploring why.
How you can build an A Player culture
Creating an A Player culture starts with leadership accountability and deliberate culture design.
Here’s where you should start:
- Clarify and live your core values: Define them clearly, communicate them slowly to your team (one at a time), and outline specific behaviours that demonstrate each one.
- Onboard with intention: A great onboarding experience should immerse new hires in your purpose, values, and vision. Onboarding is one of the most underutilised tools for cultural alignment.
- Ask the right questions when hiring: Skills can be trained. Cultural alignment can’t. Ask probing questions to understand a candidate’s principles and whether they genuinely fit your environment.
- Don’t tolerate misalignment: As Jim Collins famously said, “If they don’t fit, open up the back door of the bus and free up their future.” Keeping people who don’t fit your values undermines the whole team.
- Evaluate without bias: Use structured evaluation processes with multiple perspectives to avoid blind spots caused by personal bias or inconsistent criteria.
Ultimately, building an A Player culture is a leadership commitment. The CEO’s number one responsibility is not revenue – it’s culture. Get that right, and the growth will follow.
Want to evaluate your team’s A Player potential?
If you’re serious about driving scalable, sustainable growth, your first priority should be transforming your team into a community of A Players. Whether you’re just starting the journey or looking to sharpen what you already have in place, we’re here to help you build a business full of champions.
Let’s talk about how to bring an A Player culture to life in your business.
