The Workplace Coach

The Gallup Organization, a global analytics and advisory company, conducts extensive research on employee engagement and organisational performance. Their findings, based on over 10 million interviews with managers and employees, highlight 12 Elements of Great Managing for engagement and high performance. Consistently, employees worldwide have conveyed a clear message:

“If you do these things for us, we will do what the company needs of us”.

Slackers. Deadweight. Bludgers. These are just a few of the unflattering terms we use to describe those team members who seem to do the bare minimum, avoiding responsibility and coasting on the efforts of others. At some stage, you will come across these people in your business, and maybe in your own team. These behaviours are corrosive to teamwork and the quickest way to kill team motivation is to allow them to go unchallenged.

The Ninth Element of great managing, which gauges the commitment of colleagues to doing quality work, is a crucial metric. Few things erode teamwork more than those who avoid work or don’t take responsibility for their own deliverables, leaving the rest of the team to pick up the slack. Other things like constantly having to correct other people’s mistakes, essentially doing their job for them, destroys the trust and commitment in a team.

When a team lacks a strong work ethic and a sense of responsibility, it becomes a haven for laziness and finger-pointing. Even a single slacker can significantly impact team morale and performance. Surveys reveal that in teams where members perceive someone is dragging their feet, trust in the team’s commitment to quality work plummets. Conversely, teams where this type of behaviour is addressed promptly and not tolerated there will be a marked increase in positive perceptions by team members of the overall team commitment to quality work.

Here are five key activities that a manager can undertake to foster a high-performing team with a culture of accountability and commitment to results:

1. Set Clear Expectations: Managers should establish clear and specific goals for the team and individual team members. Clear expectations provide a roadmap for success and help team members understand what is expected of them. This clarity also makes it easier to hold individuals accountable for their performance.
2. Lead by Example: Managers play a crucial role in modelling the behaviour they want to see in their team. By demonstrating a strong work ethic, accountability, and commitment to results, managers inspire their team members to do the same. Consistency between what managers say and do builds trust and credibility among team members.
3. Provide Ongoing Feedback: Regular feedback is essential for helping team members understand how they are performing and where they can improve. Managers should provide both positive reinforcement for achievements and constructive criticism when necessary. Timely feedback ensures that issues are addressed promptly and helps keep team members on track towards their goals.
4. Encourage Collaboration: Foster a collaborative environment where team members support and help each other to achieve common goals. Encourage open communication, idea-sharing, and teamwork. When team members feel supported by their colleagues, they are more likely to take ownership of their work and hold themselves accountable for results.
5. Recognise and Reward Success: Acknowledge and celebrate the achievements of individual team members and the team as a whole. Recognition can take various forms, such as verbal praise, rewards, or opportunities for development. Celebrating successes reinforces positive behaviour and motivates team members to continue striving for excellence.

By prioritising these key activities, managers can create a culture of accountability and commitment to results within their team, leading to improved performance and overall success.

For further information on this topic or any related to people management, feel free to reach out.

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The Workplace Coach.