Call Us Today: 845-463-3838

Champion Leadership Tip #13 – Tie Team Members’ Responsibilities to Measurable Results

I recently had a coaching session with a Sr. Vice-President at a regional bank with direct responsibility for the performance of his management team. One team member was relatively new, having just completed her second year on the team.

In discussing her disappointing performance during her first two years it came to my attention that the things causing her poor performance were related to attitudinal issues, such as working within expected work hours and break times, communicating with co-workers and customers in a positive, proactive manner.

When I asked about her technical capabilities they felt she was more than capable based on her background, but despite two years with the department they couldn’t point to any specific results or achievements she had contributed. They were questioning her commitment.

The reason for this lack of results, upon further questioning, was that no specific results were required of her according the job description. It listed only job tasks and skills required for her position.

It’s little wonder when I interviewed her she said she felt like she was not given the opportunity to make a contribution and she didn’t feel like she was a factor on the team.

Immediately after my conversation, her immediate supervisor had a discussion with her, reinforced her value to the team, told her she would be given specific performance responsibilities and support, due to my coaching of the team. Her attitude and demeaner immediately transformed.

It takes a little more work and contemplation to outline a set of Performance Standards for a job with specific expected results. However, investing time in this process can be tremendously effective in improving the performance of an individually employee as well as an entire team when applied across and organization.

Creating specific performance standards and expectations is one of “The 6 Keys for Creating a High-Performing Business Team That Gets Champion Level Results.”

Apply this system for higher performance expectations and managing the job results achieved by your employees year after year will no longer feel like GroundHog Day!

Leave a Reply

Your email address will not be published. Required fields are marked *

Claim Your Free REPORT:

"The Employee Motivation Equation"

A Simple 3-Part Formula that Inspires Employees to Contribute Better Than Ever:

Our Clients Include:

Inspired Audience Member Shares His Experience

“You really inspired me! Your keynote address gave me the guts to begin shouting from the mountaintop…

‘Hire me, I am good at what I do!’ ”

Mark Curtis
TV Anchor & Author

The City of Hartford MHIS Division

Satisfied Clients Speak

"The work Skip did with our Information Technologies Division transformed how we communicate and work together, including bringing us a new identity and name, as the city’s Metro Hartford Innovation Services Department.

Skip’s ability to customize his approach and bring flexibility to our specific needs, situation and unique work environment, gave us just what we needed, when we needed it. He’s been a pleasure to work with and brought our organization high-value and a measurable return on our investment."

Sabina E. Sitaru, PMP MISM
Chief Innovation Officer
The City of Hartford & Hartford City Schools