Your Role in Strong Workplace Performance
Cathie Leimbach • August 20, 2020
This is a subtitle for your new post
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?
From uncertainty to confident, supportive leadership conversations
There was a time when many employees expected to spend most of their careers with one organization. Job security, pensions, and long-term loyalty often kept people in the same company for decades. Today's workforce thinks differently. Millennials and Gen Z expect to build careers—not necessarily with one employer. If they don't see opportunities to learn, grow, contribute, and advance, they'll find them somewhere else. Research consistently shows that younger employees are looking for more than a paycheck. They want managers they trust, meaningful work, opportunities to develop, flexibility when possible, and a workplace where they feel respected, supported, and heard. Gallup reports that 87% of Millennials say professional development is important to their job satisfaction. Combined with growing expectations for work-life balance and a positive workplace culture, it's no surprise that organizations relying primarily on compensation to retain employees continue to struggle with turnover. The encouraging news is that leaders influence most of what keeps people engaged. Managers who hold meaningful conversations, clarify expectations, recognize contributions, coach for growth, and genuinely care about their employees create workplaces where people want to stay. They build trust, strengthen engagement, and help employees grow, succeed, and see a future with the organization. Today's retention isn't driven by job security or loyalty alone. It's driven by a workplace experience where employees are growing, supported by leaders they trust, and confident their contributions matter. Download our Retention Conversation Guide to discover practical ways to strengthen trust, engagement, and retention—one leadership conversation at a time. Conversation is where leadership happens.
