How many of us use navigation maps when driving to a new destination? Not just new, even when driving to familiar destinations. I do and am sure most of you too.
Why? For clarity. What’s the best route? How much time will it take to reach our destination? We get to know what we are getting into and can plan better.
Does your team have the same clarity about your business goals? Where are you going? Where do you want to be? How can each of them contribute to the goals? What’s in it for them?
“Without focusing and getting to clarity you cannot lead. You cannot motivate. You cannot plan. And, You cannot communicate.” – Bobb Biehl, Author and Executive Mentor.
You will have to fear less about employee burnout and quiet quitting if your team is aligned to the company goals and actively participates towards achieving them.
Let’s not make them shoot in the dark. And, complain when they miss.
Clarity at work trumps all engagement activities. Engagement activities such as games and events are fun. However, they need to be planned to break the monotony of work and create an informal setting for team collaboration. You’ve already failed if you are using employee engagement activities as a lever to retain talent.
People don’t and won’t stay for pizzas at work, movie vouchers or a weekend getaway. Yes, they will have fun. But will be lost again once they are back at work.
“Working hard for something we don’t care about is called STRESS. Working hard for something we love is called PASSION.” – Simon Sinek
Clarity at Work: How to show them the way?
There are two primary objectives:
- Provide clarity of goals and objectives to motivate the team and align them to achieving the goals
- Seek commitment from your team to participate in the next stage of growth
I’d suggest quarterly clarity meetings. If it’s a small business, the owner can talk to the entire team. For medium or large businesses, it could be organized in groups.
Take the stage and own the room.
Share recent progress
Share recent progress with your team (last quarter if you do this every quarter or last month if you intend to make this a monthly activity).
- Where we are? Share goals vs actuals – revenue, user acquisition, product launch etc.
- Talk about the hits and misses. Ask for feedback and suggestions
- Congratulate the team for what went well – achievements, results
- What could have been better or what sucked?
Don’t blame anyone. Take ownership as a group. A few minutes of brainstorming to list ideas and assign ownership to someone if needed to implement corrective and preventive actions.
Goal setting for clarity at work
Move on to the goals and objectives. Where do you want to be by the end of the next period (month or quarter)?
- Objectives for the next quarter: new product or service launch, improve sales conversion, implement a new ERP for production, increase NPS etc.
- How do you plan to measure success? What are your key results? Set KPIs
- How can each person contribute? Make them feel important and involved
- What’s in it for everyone? How does it impact their careers or goals?
- Discuss the company SWOT (strengths, weaknesses, opportunities and threats)
Template for team meetings – review progress and set goals
It helps to have a structured format for strategy and goal setting meetings. Use this template so you don’t miss out on anything.
Bonus tip for the bold leaders
We live in a world where employees are more empowered and informed. This is good both for the employer and the employee.
As you ensure clarity at work and set goals for the next quarter, it will help to get a sense of who’s with you and who’s not. Check the team’s excitement and commitment towards achieving the goals discussed in the meeting.
If you can, go a little far – Ask a direct question.
“How many of you believe the company goals are aligned to your personal career goals and aspirations?”
Judge the answers and take note of employees who don’t sound committed or sure. Then schedule a one on one meeting with these employees.
- Understand their perspective. Address the gaps if any
- If there is a mismatch in goals and expectations, offer help and guidance for a change in role. Either within the organization or outside
Build a team that enjoys the work you do and is passionate about moving forward together. Help the rest with their next career move.
Success is not about keeping everyone together. Success is about building a team that believes in the same goal and is passionate about the same cause.
There is no better motivation and engagement than absolute clarity of roles and goals.
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