One of the most concerns of every managed is dealing with team members mediocrity. Executives place a great value on high performance and accountability of their team members but find it difficult to raise voice about team members that suck at doing their tasks.
As a manager, you do not have so much of an authority to wrong people for not doing what you’re doing so yourself. If you are looking for an effective means to easily tackle mediocrity in the workplace.
Below are four proven practices to get your team members on their feet with each practice complementing the next.
1. Use Evident Measures As Influence
Mediocrity is as a result of excessive measures or fuzzy that are not necessarily important to the tasks. The goal of a task should be connected to the reason why the tasks need to get done, not only will this make it easier for team members to carry out their duties more efficiently, it will assist them to get a clearer picture of their overall input to the system.
If you want to responsible hold people accountable for what they do, you should develop measurable goals that are free from fuzzy aspirations and can be easily interpreted by everyone on the team.
2. Speaking Up
There are times you need to speak up about the necessity of high performance on regular basis. Leadership roles require personal sacrifices that influence your team level of commitment. Asking your team to deliver more and perform more effectively is similar to bringing people out of their comfort zone. The ability to conveniently address interpersonal conflicts within your team member matters a lot to how you enhance your influence among other team members.
3. The Consequence of Mediocrity.
As a general rule of thumb, humans tend to give more attention to the things we do when we understand the reason behind every action. As a leader, your first core task is t ensure everyone understands the clearer picture as regards their actions and the consequences of not doing it or doing it the wrong way.
The ability to narrate stories or paint scenarios about their effectiveness at work and why they matter so much to the success of the team will empower them to do more and feel great about their work. It is advised that you avoid impersonal tone or wordings when addressing team members about their performance.
4. Introduce Peer Accountability
Peer accountability is a strong means to ensure supervision of everyone on your team. As an individual, we don’t like the impression of other team members to detect weaknesses or performance problems. There is little to what the supervisor can see and address at every point in time but team members on their own can detect problems as it arises and confront one another in a respective manner.
If team members are well connected with each other, they feel the need to correct and hold one another accountable for their actions and challenge anyone to the best interest of the team mission. Establishing a regular weekly review system can open up an opportunity for friendly feedback and make peer accountability a practice.
Addressing individual performance can be easily addressed when you establish excellence practices that will rapidly shift your team expectations to one that leads to greater results for everyone.