You will find a leader, anywhere, at any company, at some point in their career (more likely at many points) sitting at their desk trying to decide what to do with a team member that isn’t ‘up to par’. To understand what actions to take with such team members- one must understand the reasons behind their lackluster performance.
There are 3 main reasons an employee does not meet or exceed their bosses expectations:
- Reason 1: They don’t know “what” their boss’s expectations are (lack of direction given).
- Reason 2: They don’t know “how” to actually achieve their expectations (skill issue)
- Reason 3: They don’t “want” to achieve their boss’s expectations (will issue)
Once a leader recognizes the meaning and power of these three reasons, they can start to build a stronger and more successful team (including what to do with those non performers). None of this is complicated, but it does require effort by the leader to achieve a higher level of success by implementing a simple principle of “Setting written expectations for all levels”.
“The magic in the simplicity”
Once a leader commits to creating and issuing written expectations for their employees, reason #1 is no longer valid and/or applicable. This does not work if the leader only uses verbal expectations, or worst they just assume their employees know their expectations. Think about it: how often has a leader heard from an employee not meeting expiations- “What?! I did not know you expected that from me!” Take the time and write out your expectations. Then take the time to meet with each member and gain verbal and written confirmation they are understood.
Now with reason #1 gone that only leaves 2 more. If reason #2 is applicable, “They don’t know how”, the leader has an opportunity to teach and coach the employee. By coaching the employee, the employee gets gets an opportunity to learn, but also the coach (leader) gets an opportunity to see if this is really the right fit for the employee (are they learning or should they be somewhere else?). The key is both the employee and the leader are more aware and with awareness both can decide to take action.
Lastly if reason #3 is applicable, then that is a discipline issue. As a leader they must decide what actions to take to either encourage the employee to believe and achieve the expectations- or to leave and find a place they can believe in.
“The win in is the action”
Most leaders will agree with the expectations program, but very few actually put in the time and effort to get it done and live by it. You may wonder why this is so, when it seems so simple. Because it takes time and then it takes discipline to hold people (including oneself) to the expectations given.
The question to consider is this: do you really want to win and have one of the most successful years ever or do you want to stay where you are now? If the answer is you want to win- then get busy writing your expectations and get prepared to do the work of holding everyone (that means you too) accountable while also having the best year of your career!
