If we want to lead our teams into the achievement zone, we need to lead ourselves there first.
It's also about ensuring that they are not overloaded. This is particularly important for younger or new employees who might say "yes" to every task because they have not learnt to prioritise their workload. Asking "Is your workload too heavy to manage?" helps you ascertain whether that's causing them to miss the mark.
- The purpose of the work.
- Who benefits from the work? What are we trying to accomplish?
- How does the work fit in with other tasks?
- How does their unique contribution support business outcomes?
- What does good and bad look like - to you and the end user?
- Your expectations around timing, budget, safety and quality.
- Consequences if they didn't complete the work to standard.
If you are not sure as to whether you have been clear about expected work outcomes, then you have to ask them to tell you what they think the outcome might be. Whether that is the purpose, what good looks like or what needs to be done by when.
If context is clear, then we need to consider their competence.
Managing an Underperforming Employee
When employee performance declines, stop defaulting to distrusting the person and move to trusting a process to support them with improving.