Everyone wants to succeed at their job. We want to know that the work we are doing is meaningful and makes a difference in the world. A recent study showed that 71% of employees are not satisfied with their current occupation. That means only 3 out of every 10 people walking around most companies are happy with their day-to-day duties. Perhaps that study is skewed and it’s only 50% of employees are satisfied, that number is still too high. Here is an easy acronym to remember to help boost your teammates morale.
What is expected of me and why? People are goal oriented and thrive in environments where they know what to do and why they are doing it. Instead of just delegating endless tasks, take the extra moment to explain why that task is being done and why it’s so important for the company. Setting proper expectations is gold for the company and the employee as it defines the outcome. Don’t assume that either party knows what the expectations are but rather make sure it is clearly communicated repeatedly.
Once the expectations are set, now comes the fun part. We get to set a plan and execute on it. That doesn’t necessarily mean that the initial plan will work but that’s ok as the expectations of what is to be accomplished is still in place. Daniel Pink wrote about the philosophy of R.O.W.E. in his book, Drive. R.O.W.E. stands for Results Only Work Environment. The idea is simple, if the job takes 20 hours to complete then great, go home and spend time with you family (in the 40-hour work week example). Instead of wasting the other 20 hours “clocked in”, go recharge your batteries. With the expectation met and the job done well, everyone should be happy.
This last part is vitally important to addressing the number one complaint employees have. Evaluation on how they have performed. Human beings like to be recognized and get feedback on if they did a good job. In the evaluation you get the chance to check in on if the expectations were hit, how did they do it (execution part), and encourage, praise, and recognize them for their work. Lack of recognition is the number one complaint of unsatisfied employees.
These three E’s are crucial to communicating with your team members. Think of it as you would any sport or game. The expectations are the rules of the game, you can’t score a touchdown if you don’t know where the end zone is. Execution is what feeds our creative sides and shows there are different ways to accomplish any goal. Evaluation is the icing on the cake and feels good to both give and receive the accolades. If you feel your career isn’t where you want it to be, put these three E’s in place and it will be soon.
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