As a manager, have you found employees wanting recognition for the work they’re doing even if they’re doing the wrong thing? All their efforts are spent in areas that have no impact in results – profit, sales, customer retention, etc. What’s going on?

People don’t do what you want them to do because they don’t know what they are supposed to do. It’s often the case that these people are not doing what’s expected of them because they’re unsure of just what you want them to do.

People need a vivid understanding of the what, how, why and when. A lack of clarity and connection between expectations and individual performance often gives rise to minimal performance.

How do you make sure your people are working on things that count?

  1. At the beginning of every performance cycle, sit down with each person and clearly spell out your expectations. Give examples of what the finished project should look like.
  2. Ask your people to tell you how they are planning do what you want and when they will complete it.
  3. Make sure your people are fully aware of what you require of them. Leave no question in their mind
  4. Check in for progress reviews periodically to find out if they are on the right path. If not, help them get back on.