The easiest way to get employees to do their best work

The biggest mistake when you’re setting expectations for a team member: Not giving your team member the opportunity to provide input.

It’s all too easy to get stuck in old, hierarchical leadership styles, such as assigning a project or task with a deadline and expecting your team member to complete it on time and to your standards. If you’ve ever led others in anything, you know that the chances of the task being completed “the way you want” is about five percent on a good day. And everyone gets frustrated. 

If this is you (and, oh boy, can it be me with my kids!), stop assigning people jobs and instead work with them on how they will get the job completed.

Let’s take an example:

I’m assigning a deliverable to a team member that we have to deliver to the client by Friday, October 14. I say, “Rajesh, please create this deliverable by Friday, October 7 for my review so we can turn it over to the client. It needs sections A, B, C, and D. Any questions?” 

Rajesh may or may not feel comfortable or able to be open about his ability to meet the deadline. He may very clearly see that getting this to me by October 7 will be nearly impossible and quickly decide, in his mind, that he will deliver a “draft” (read: sub-par deliverable without all the content) because he needs to focus on something else more pressing. He may also know that section E is needed but will not have time to give it to me so decides not to propose it.

What do I get in the end? 

1. A sub-par deliverable that is missing a valuable section for the client.
2. A lack of confidence in Rajesh. 
3. More work that I think I need to do because “Rajesh didn’t do it right.”

Let’s try this a different way:

 I’m assigning a deliverable to a team member that we have to deliver to the client by Friday, October 14. I say, “Rajesh, we have a deliverable due to the client on October 14 and I would like to see a draft by October 7. I think you are best positioned to take this one on. Anything I need to know about your other priorities or schedule that may impact this?” 

Now Rajesh can respond to this question candidly because “the boss” asked openly. 

“In my mind, the deliverable includes a few key sections. You have some experience with these kinds of deliverables, what key sections do you think are non-negotiable?” 

Now Rajesh is empowered to say what he thinks is best. 

“It would be great to stay connected on this. How frequently do you want to check in on this to make sure we’re both on the same track?” 

Now Rajesh gets to decide how he will make sure he is meeting your expectations so he can be successful.

Working together to achieve success may take more time and effort but the end result is a better product and a stronger working relationship.