TIP 3: Who doesn’t want “CLARITY”?

Fact - good bosses provide clarity about what is expected.  If your direct reports have no target, they’re sure to hit it.  Nobody likes guessing whether what they’re doing is on target. They also don’t want to be surprised at review time when their boss tells them they have fallen short of a target they never knew existed or was rarely discussed. This can be very discouraging and draining to your team members and to your overall team culture.  

Here are a few key ways to provide clarity to your team:

Clear metrics and targets:    There are two aspects of expectations.  One addresses the actual work done by the team member (output) and the other addresses how that work is done (behavioral).  Both are very important.   Output metrics should specify how much output is expected as well as the quality of the work done. Systems should be developed to measure these and targets should be clearly communicated.   Behavioral metrics should evidence examples of collaboration with peers, examples of teamwork offered to others on the team, and examples of going “above and beyond” what is expected to help the team to succeed.  

Regular one-on-one meetings: your direct reports will greatly benefit from regular one-on-one time with you. This is a time to check in on how your direct report is doing personally and in their work and relationships.   This is time to provide feedback on the quantity and quality of the work since last meeting as well as to discuss any behavioral observations.  It’s also a great time for coaching to take place to help the direct report grow in capabilities and to let them know you really care about their development.  Keeping a record of things discussed in the meetings and their accomplishments and growth over time will be critical to reference during the annual review time and as you calibrate your talent with others in your organization. 

Immediate feedback: immediate feedback is the most powerful type of feedback.  When you see really good work, acknowledge it on the spot to your direct report as well as to the team.  Recognition of excellent work leads to a culture of excellence and leads to higher engagement.  Encourage your direct reports to also recognize excellent work among their peers.  This kind of team culture leads to team pride and in excellence in team outcomes. 

Linking the metrics clearly to the reward and calibration: the more clear you are of what’s expected and the better you measure and record your direct report’s accomplishments and behaviors, the better you can reward their effort through raises (for output and behavior) and through bonuses (for extra effort and quality). This also will help you calibrate your team members to see who is rising to the top and due for promotions to the next level or into leadership. Direct reports with strong quality and quantity of output, and with strong examples of behaviors such as teamwork and extra effort, are likely to be high on the promotion list for future leadership openings.

Leaders who practice these tips will transform their team’s culture and meaningfully improve their team’s business outcomes.