There are a plethora of articles, videos, studies, webinars, and coaches that talk about getting “clarity”: being clear about what you want or being clear about “your why.” Because, if you have any lack of clarity, then the goal you start with risks falling short or ultimately unachievable.
The same is true for Clarity at the Workplace! When employees are unclear about roles, responsibilities, policies and procedures; they start making up their own and quickly gossip, insubordination ensues, causing assignments to get lost, hidden agendas blow up and mere confusion and eventually drama ensues.
If you are experiencing negativity or drama in the workplace, look at some of these areas to see if you are being clear.
Mission Statement – Is it aligned with your mission statement? If your walk as a leader or manager does not align with the ‘talk’ mission statement, then it is simply an open rift for drama and confusion.
Are employees familiar with the company’s mission statement? Is it clear and concise? Is the company mission statement too disconnected for your division or area? Do you need to create one that is applicable to your area but is a direct descendant of the company’s larger mission?
Policies – Are your policies just ‘paper’ policies? i.e. are you simply checking the box to say you have policies in place? Are the policies being enforced? Are employees aware of the policies?
It is the responsibility of senior management to ensure that all employees are aware of the policies and are very clear about them.
Commitments: As a leader, management, and employee, how do you follow through on your commitments? Commitments to teams, tasks and other employees? Unfulfilled or failed commitments simply feed the ground for mistrust, and personal agendas begin to fester.
This commitment also applies to senior management in the event of a “change” in the workplace: managing employee expectations.
Clearly communicate deadlines and progress along the way.
In the event that a commitment cannot be met, Communicate and Renegotiate!
Limited Resources – Be very clear and realistic about the resources needed with teams and projects. I’ve seen companies plan to downsize, which looks great on paper, yet causes burnout, frustration, and disloyalty due to an increase in workload.
Be sure to do your due diligence before downsizing to determine the resources needed afterwards, which could take the form of additional training, some mindfulness activities, some more team building events, etc.
Simply put, clarity is essential to the success of a workplace and business, and when in doubt, ask your organization’s employees or leaders.
