The public school system in the United States has created generations of higher performing individuals based on a system of increasing expectations each year, and most students respond accordingly.
Part of setting expectations is to understand not just what the organization needs from a position on the organizational chart but what will make the individual a stronger and more capable contributor to the business organization.
To that end, setting expectations means more than challenging people and asking them to learn more for the benefit of the company. What is means is identifying the unique strengths and talents that every individual has and leveraging who they are to help not just the company but to engage the employee in work everyday.
It is not enough to put expectations in writing. They have to be physically looked at and reviewed on a regular basis. This should happen in regularly scheduled meetings between supervisor and employee.
We’re not talking about a conversation in the hallway or on a cell phone; uninterrupted closed door conversations need to take place. During these sessions, those individuals that are meeting or exceeding expectations can be congratulated on what they have done thus far, and new, higher expectations can be jointly agreed to.
For those that are under performing (not meeting expectations) the session can be used to understand where and why performance is suffering. Coaching and counseling can take place. Perhaps an individual who is not meeting the expectation that were agreed to needs additional training or closer supervision. Perhaps they are in the wrong position. Perhaps they are not using their strengths; perhaps they have been promoted over their own capabilities.
If coaching or counseling is provided, look for immediate signs of improvement. There will be instances when someone is not willing to take the steps necessary to improve their performance to the jointly agreed to, needed and expected level.
Some employees will do their best to use whatever tactics they can find to hide from accountability, to put off meeting with their supervisor, to make repeated excuses as to why expectations cannot be met, to cover up mistakes.
Tolerating this behavior weakens the entire process for every employee and leads to creating and perpetuating a mediocre organization, rotting from within.
In the end, it remains the role and responsibility of the immediate supervisor to take the necessary actions not just for the employee who is not performing but for the organization. Recasting the employee in another role might be an option, and that includes moving them to a position of lesser responsibility within the company or to ask them to move on to another organization where their talents and strengths might be better utilized and they will be happier and more productive.
I highly recommend purchasing and reading: “First, Break All the Rules” by Marcus Buckingham.
Here is a question for every manager: Who is hiding from accountability in your department and what are you going to do about it?
Super Job For You gives information on how to get a job and how to hire good people. If you are looking for Cast Parts Jobs look at this website. This Castings Blog will give you more information you can use for manufacturing.
