7 minute read
Clarity is your business super power
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Clear expectations
Why clarity is your business superpower
Do you and your colleagues know what is expected of you at work? It would be amazing if so, because based on findings from global research company Gallup, only about half of all employees worldwide understand what is expected of them at work. Can you imagine what this rather staggering finding means for global productivity and performance? And, should this be the case where you work, what might this mean in your organisation?
Never assume anything – have the conversation
It is dangerous to assume that people understand what is expected of them, have the skills and resources to achieve this, or that they will naturally do what you think they should be doing. In fact, Gallup's research also shows that the worst thing you can do to someone in terms of expectations is to ignore them, giving them no feedback on their work performance! Providing helpful feedback that clarifies what is expected of them has a direct impact both on their engagement and your organisation’s success. The clearer we are about what is expected of us, the easier it is to get the job done, identify and overcome problems, and innovate.
Clarity creates purpose
There is a conversation that is said to have taken place between John F. Kennedy and a janitor at NASA HQ in 1961 when the US President was visiting for the first time. He introduced himself to the janitor who was mopping the floor and asked him what he did there. “Well, Mr. President,” the janitor responded, “I’m helping put a man on the moon.” In less than 10 words, the janitor demonstrated that he got it. That he understood the vision and his part in it. Being clear about what is expected of oneself at work – and why – has been identified as the foundation to creating a highly engaged workforce in any organisation. And being disengaged is one of the prime reasons that people leave their job. So, how do we ensure each person has this clarity, and how might we maintain it?
Firstly – determine current expectations
If you were asked to name the three most important expectations of your job in memorable, understandable, one-line statements, could you easily do it? Likewise, could your leadership team, manager or colleagues do the same? Try it. It can be a challenge!
Rob Clarke CEO of Learning Architects
Start by defining what clarity means
If you’re a manager or team leader, what do you do that helps clarify expectations? A great place to start the clarification process is to ask each person what they think is expected of them. Approach this as a conversation rather than an interrogation or test! This way, you will create space to drive better performance, plus you might get insights as a leader or co-worker that you might not otherwise.
It starts with you
So to finish, I leave you with this challenge: if you need to create clarity of expectation in your organisation so that everyone on the team is engaged and performs to a high level, how might you do this to give your business superpowers?
Tips to help define and maintain clear expectations
• Treat the induction process as a critical part of joining your organisation that is never missed or avoided. It's the time when clarity is created so everyone is on the same page from the start. Have these discussions as soon as someone joins your organisation. • Treat the job description as a discussion document that is revisited at least twice a year to ensure expectations remain clear, and obstacles are identified and addressed. • Create ways for employees to get feedback from customers. Try to find ways to make this feedback as real-time as possible so that on the job learning opportunities are maximised. • Support people to see feedback as an opportunity for growth and improvement. • Define what success looks like for each expectation as it relates to all employees. This information needs to be a part of the conversation but is often overlooked in a rush to get the task done. Ask them ‘what does success look like for this?’ Then write it down. • Implement an ongoing coaching programme. If you are in a larger organisation, ensure your managers are focussed on the needs of their teams. If you are a smaller business, get yourself a coach who can provide this outside neutral perspective. • Hold people accountable for their results. I suggest one of the best ways to create accountability is through ongoing sharing amongst team members of their results.
Affordable Group
Affordable Group provides scaffolding, shrink wrap, mobile towers, fencing, propping and portable toilets for projects of ALL sizes.
Affordable Group is committed to delivering a complete service at affordable pricing, on time and without delay.
Communication and relationships are at the centre of what they do. What sets Affordable Group apart from its competitors is the range of services they offer, delivered and managed by experts in the industry.
Affordable Group operates with over 90 scaffolders and 22 administration and sales staff, servicing the greater Auckland
region, with yards in Penrose and Drury. “Over the past two years I have worked with Affordable Scaffolding and they have not only performed, but pulled us out of some difficult situations with the commitment to taking on their work to ease our burden.
“Affordable Scaffolding can do it all from the small to large jobs and standard to complex design scaffolding. Their friendly and easy-going approachable style is refreshing in an industry that can have its moments. I highly recommend Affordable Scaffolding!” - Rodney McPherson, Project Manager, NZ Strong.
Affordable Group use a proven process to guide and manage all of their projects. It allows for extensive consultation, understanding and management of a project – for them and for their clients.
Their investment in, and access to, 3D planning and engineering resource is second to none.
Affordable Group (2010) Ltd is a private New Zealand owned company established in 2006 and purchased by the present owners in 2010 starting out with a staff of three.
The company has experienced exponential growth over the last few years, and today operates with over 2000 tonne of scaffolding equipment, a fleet of 40 trucks and prides itself efficiently managing over 110 new jobs each month. “If all subcontractors performed as well as Affordable Group, main contractors would have a far easier life!” - Dave Gulland, Senior Project Manager, Kalmar.
Affordable Group started in scaffolding and it’s still a major part of their business.
Their expertise, like all areas of their business, is second to none. They specialise in the Tube & Clip and Steel Ringlock systems.
For more information head to their website:
www.affordablescaffolding.co.nz.
Dave Gulland, Senior Project Manager, Kalmar
