Are the challenges your team or organization face unique? Judge for yourself. During my years in management consulting, three challenges regularly rise to the top:
2. Role clarity
People are so busy reacting to the things nipping at their heels they don’t take the time to communicate effectively. They fail to be active listeners, they think if they tell someone something once they ‘get it’, and they avoid potential conflict.
Survey front-line, management and executive level employees to understand what information and communication they need. Then, develop a plan that includes: a) the information they need, b) how it will be communicated, c) at what frequency, and d) who is responsible for providing it. In addition, focus people on effective listening and win-win outcomes.
Clarify Roles and Responsibilities
Without role clarity confusion and chaos prevail. People trip over each other and things fall through the cracks.
When you set performance expectations at the beginning of the year, clarify the roles you expect employees to play and describe the behaviors that accompany them. Clarify what decisions people are empowered to make, and share boundaries you expect them to function within. Clarity pays dividends.
Hold People Accountable
Are you getting the return on your labor dollar investment you need? Organizations often do a poor job of setting clear direction, getting everyone in the boat rowing in the same direction, and taking action to address sub-standard performance.
Ensure you have a performance management process in place that supports developing your people to ‘be the best they can be’. It should include setting goals and expectations, inspecting and providing regular feedback and coaching, and linking reward and recognition to contributions both positive and negative.
When you conquer these challenges, your team or organization will enjoy the positive impact on the work environment.