Leadership: Are your employees failing to deliver results?

One of the biggest leadership conundrums is accurately diagnosing the reasons why employees fail to deliver results. Leaders understand that they are expected to be visionary and are responsible for setting the directions their organizations will take. They go through the painstaking process of scanning the environment, listening to all their stakeholders, analysing the available data and collaborating, to craft compelling visions for their organizations. However, even when they have made every effort to align the organizational structure, human resources, skills, culture and values – they still fail to realize their strategies and desired outcomes. This article aims to explore some of the key reasons and remedies for employees failing to meet expectations.

Ineffective communication of expectations

Many employees do not understand what the highest priorities for their organizations are, let alone, how their roles link to these priorities. It is critical for a leader to ensure that the vision is cascaded effectively down the organizational chart. Managers must understand and be able to compellingly articulate to each direct report how their output is critical to the organization’s overall success. Understanding why their roles matter will keep employees engaged and foster a sense of ownership, commitment, and accountability.

Furthermore, as the vision is broken down into more granular details, the ‘’why’’ of these goals must not be lost in translation. Clear expectations of every employee must link to the organization’s key priorities. This will ensure that there is alignment throughout the organization.

Additionally, the mismatch between how managers and employees interpret expectations can derail goal achievement. Do your employees really know what is expected of them?  My experience as a Lecturer and Communications Consultant has shown me time and time again, that people assume that other people think exactly as they do and interpret information in the same way. Assumptions can undermine performance. Train your managers to communicate effectively with their direct reports. Here are some simple techniques that can ensure effective communication: when relaying important information, select the right channel, encourage dialogue and ask the receiver to paraphrase and repeat back the message to check for comprehension.

Competing priorities

Are your overwhelming your employees with too many goals? Diluted focus can undermine performance and quality of delivery. If there is conflict between the goals you have set for your team then the scenario of ‘robbing Peter to pay Paul,’ may emerge and eventually the team will lose track of all its goals. Your team only has a finite amount of energy, time and resources. The power of focus can be a game changer in this instance. Focus on high impact goals and sacrifice the smaller goals. Become very strategic when it comes to goal setting.

Accountability and performance measurement

Measuring the achievement of results requires data collection, good information systems and analysis. However, before achievements can be measured, measurable targets must be set. Leaders must understand how to use statistical and financial methods to set goals and measures for performance tracking. This measurement needs to be ongoing. As a leader you need to know what your current performance levels are and you need to clearly articulate what the new performance target is to sustain the momentum. Use lead and lag measures to ensure that corrective action is taken at the right time to keep your team members on track.

Empower your employees

Are you or some of your managers the bottlenecks in your organization? Do you make all the decisions? Do you solve all the problems? Do you feel you have to micro-manage your employees to ensure that their work stays on track? Are you petrified of not meeting targets? If this is you, then you do not trust your employees, and this must change.

If your employees lack the skills and knowledge, then invest in training. You can also customize training sessions to suit their unique needs. The more you invest in training and upskilling your employees, the more capable and efficient they become. This may help to eliminate your fear of delegation.

Practice the principle of subsidiarity in your organization. The principle of subsidiarity holds that decision-making authority is best placed where responsibility for outcomes will occur; and in the closest appropriate proximity to where the actions will be taken that will produce the outcomes. Encourage more people to become accountable for decision-making. Furthermore, check your policies and procedures and eliminate bureaucratic bottlenecks that jeopardize performance. Once employees are allowed to participate in decision-making, ensure that they learn to become problem solvers. Do not be too quick to dispense solutions. Adopt a coaching mindset.

This article provides a few solutions for the tip of the iceberg of underperformance. Investigating the issues below the waterline may necessitate a consultation with a professional or a customized training for the organization’s leaders and employees. Deep alignment, engagement and understanding can transform your organization and set it on the path to success.

Article by Shailja Sharma, SBS Faculty Member and Leadership and Career Coach