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Your Role in Strong Workplace Performance
Cathie Leimbach • August 20, 2020
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Good News! If you're tired of your employees not meeting your expectations, there is something you can do about it! You have the power to solve the four most likely reasons for disappointing workplace performance!
- Barrier #1 - Most employees (yes, the majority of employees), don't know WHAT they are expected to accomplish at work. Maybe you asked Bob to write a report on how the department is doing during Covid. But, did you tell him that the CFO asked for a report that explains why production has decreased and cost per product has increased? Did you tell Bob that the report requires a one-page executive summary, a table of last-year-to-date and this year-to-date production, cost of production, and staff attendance numbers, and up to three pages of explanation?
- Barrier #2 - The majority of employees don't know HOW to achieve the desired results. Bob may never have prepared a report for senior management so doesn't know there is a standard company format. He may not know where to find attendance or cost of production data.
- Barrier #3 - Bob may not know WHY this job needs done, WHY completing this task will make a difference? Will the report just sit in the CFO's inbox or will it be used to equip staff to enhance performance? People are more committed to doing work that has value.
- Barrier #4 - There may be OBSTACLES that prevent Bob from doing the job. He might not have access to the report-writing software. Those who have the required financial and attendance data may view this information to be their source of workplace power and not be willing to share it with Bob. You may have to ensure they provide the data.
If you aren't satisfied with the performance of your team members, the ball is in your court! When will you ensure they are clear about:
- WHAT they are expected to achieve each day?
- HOW to do the job effectively?
- WHY their work is important?
- How you will remove OBSTACLES
- that limit their success?
Based on “Four Cs of Effective Conversation” - The Ohio State University Leadership Center. Ever walked out of a meeting thinking everything was settled, only to realize later that key actions didn’t happen, or alignment was off? That’s because effective conversations require four key elements: clarity, candor, commitment, and completion. Clarity: Make Sure Everyone’s on the Same Page Miscommunication is one of the biggest productivity killers. It’s easy to assume people understand what’s being said, but without clear expectations, mistakes happen. Take the time to check for understanding—what’s obvious to you might not be obvious to everyone else. Candor: Say What You Mean, Mean What You Say Honest, direct conversations build strong teams. When people hold back their real thoughts or concerns, issues fester, and progress stalls. Creating a culture of candor—where people feel safe to speak openly—makes teams more effective and relationships stronger. Commitment: Get Specific About Next Steps A vague “I’ll handle it” often leads to dropped balls. When commitments are specific—who will do what by when—things actually get done. Leaders sometimes hesitate to ask for deadlines, fearing it feels like micromanagement, but clear commitments drive accountability without overstepping. Completion: Don’t Move On Too Soon Before wrapping up a discussion, check that everything’s been addressed. Did we answer all key questions? Does everyone know what happens next? Ensuring a topic is fully covered prevents confusion later and keeps teams aligned. Mastering these four Cs can turn routine workplace conversations into powerful tools for productivity and collaboration.
Today's workplaces are changing, and managers play a key role in increasing workplace morale and productivity. Research shows that managers impact 70% of what affects how engaged and effective employees are. Surveys show many employees are dissatisfied. They say that expectations are unclear, they don’t feel respected by management, they don’t get enough training, and they don't see how their work matters. With the increasing number of seniors and fewer people in the workforce, increased productivity is essential. Strong leadership is more important than ever. Managers need to develop skills to help their teams succeed. This includes: • Setting clear goals, • Showing appreciation, • Providing good training, and • Helping employees see the purpose of their work. The innovative Conversational Management program helps managers build these leadership skills. It focuses on the leadership practices which boost engagement and productivity. Managers can participate in a virtual Test Drive to see how these strategies can improve teamwork and performance. If you want better results and productivity, REGISTER HERE to join a Test Drive and learn about this highly effective leadership approach!