There isn’t much that is more frustrating than when your staff isn’t doing their job like you expect. You may think they are being lazy (they might be). You may think you made a bad hire (maybe you did). Before you make any decisions on how to handle the team member, you should always ask yourself these 3 questions. Watch this short video here
I want to expand on these just a little bit.
1. Are expectations clear?
One of the biggest issues I see in organizations is a lack of clear expectations in the jobs the employees have, and that typically means there is a lack of clarity in the organization as a whole.
The foundation of a successful team lies in well-defined expectations. Ask yourself, are your expectations crystal clear? Ambiguity can lead to confusion and suboptimal performance. In your role as a leader, take the time to assess whether you have communicated expectations comprehensively. Establishing clear guidelines helps your team understand their roles and responsibilities, fostering a sense of direction and purpose.
2. Is the training comprehensive?
The right training is a cornerstone for individual and team success. Evaluate your current training programs: Are they comprehensive, addressing both processes and essential skills? Providing your team with the necessary tools and knowledge empowers them to excel in their roles. Consider a holistic approach that not only covers procedural aspects but also focuses on enhancing crucial skills.
One tip is to see what competencies are needed for each job. Once you establish the competencies, then you can measure the staff member to the competency to see what skills need to be developed for them to be successful.
Investing in continuous training ensures your team is equipped to do the job well and handle challenges that come their way.
3. Do you know what motivates your team?
Understanding the factors that motivate your team is crucial for sustaining high levels of engagement. People are both intrinsically and extrinsically motivated. Knowing how each person is motivated will help to keep them engaged and create a work environment that fosters enthusiasm.
Communicate with your team members individually to gain insights into their aspirations, values, and professional goals. Tailoring your leadership approach to align with their motivations contributes to a more motivated and satisfied team.
Consistency as a manager is Key.
Consistency in communication and support is fundamental to successful team management. Implementing weekly one-on-one meetings is a simple yet powerful way to stay connected with your team. These meetings provide a platform for team members to share their challenges, allowing you to identify and eliminate potential roadblocks hindering optimal performance.
In your weekly meetings, you should ask your team members what roadblocks they are facing that you can help them with. This may be something that needs to be moved out of their way or a resource they need to be successful.
(Tip: If you are overseeing more than 5 people, then you may consider a reorg. Once you manage more than 5 people it is hard to do it well!)
Communication matters…
It all comes back to great communication. Consistent, clear communication fosters transparency and trust, creating a collaborative atmosphere. This then can and should lead to greater employee engagement.
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Stephanie German is a business strategist, adjunct professor, and speaker. She holds a master’s degree in organizational leadership and loves giving back to her community in a variety of ways. When she’s not coaching clients or writing about leadership, Stephanie is usually headed to the mountains or the beach with her family, drinking savory wine, or working on the latest project with her husband. Stephanie’s greatest desires are to raise up the next generation of leaders while raising her own children to be strong, independent, and brave. She lives in Fresno, California with her husband Blake and her three spunky daughters, Cara, Kinsey, and Peyton. She is the best-selling author of So Your Boss Can’t Lead?