It’s a fundamental requirement that employees know exactly what is required of them at all times.
Without that clarity they will be unable to perform at their best.
Too many leaders and managers assume their people ‘already know’ exactly what is required of them in this moment and the next.
I have discovered that some leaders and managers themselves don’t know.
Too many people are hired without detailed descriptions of roles, duties and performance expectations. Changes aren’t tracked or documented and eventually confusion reigns.
Get this knowledge clarified throughout the enterprise and watch the difference it makes.
Why not make it an enterprise wide project, led by the senior leadership team?
You could use the project to develop better relationships, increase employee engagement and begin to improve the culture.
Here are some tips that will help:
- Avoid dictating or directing.
- Do not make it a performance review.
- Enter into a relationship building discussion to get their current understanding of what’s required and create clarity about the realities.
- Align the role/duties to the enterprise values and vision.
- Create an agreement that includes measuring outcomes (key performance indicators or results areas), accountabilities, reporting, where to get help and resources.
- Ensure they feel they have been genuinely consulted and gain ownership of the process.
- Check in regularly that everything is on track – show you care.
- Senior leadership could measure the improvement and share the results with their people.
What do you think?
This is the first of a series of enterprise improvement tips I’ll be running over the next few weeks.
