Over the years I’ve worked with leaders who felt awkward putting weight on people. These leaders think they’re being kind.
It’s not a sin to expect people to do their job.
People learn to fall short when their manager repeatedly rescues them. Don’t reward poor performance.
Stop Propagating Poor Performance
Poor performers sigh in relief when you do their job for them. They love you. They go home feeling great.
When poor performance is habitual, never ask, “Why didn’t you meet your deadline?” That’s like asking Johnny why he hit his sister. He has a “good” reason! But reasons don’t erase responsibilities.
Don’t ask questions that invite excuses. You don’t want that conversation.
Learn to put weight on people or leadership will crush you.
How to Put Weight on People
When an employee misses a deadline the second time…
- Bring it up. “I noticed you missed your deadline again.”
- Explain consequences. “You’re making other people’s jobs harder. They’re counting on your report.”
- Don’t invite excuses. Ask, “What will you do differently next time to get this in on time?”
- Listen to excuses briefly. You will probably hear some. Interrupt and say, “I hear what you’re saying. But that’s not what I asked. What will you do differently next time to meet this deadline?”
- Agree on one specific action item. Make it simple.
- Be kind. Polite. And concerned for their success.
- Schedule a check-in to monitor their progress.
Note: Sometimes there are legitimate obstacles. Remove them.
How do you see managers propagating poor performance?
The Secret to Bringing Out the Best in Others – Leadership Freak
Escaping the Saviour Complex: Letting Go of the Urge to Rescue | INSEAD Knowledge
