Training Today: Great Expectations

Individuals who are clear about their performance expectations are generally clear about their goals, know what their boss and others expect from them regarding their performance, and understand their job responsibilities. But holding people accountable often can be harder than it seems. In a survey of 800 leaders, trainers, and human resource executives, The Ken Blanchard Companies learned that only 41 percent agree or strongly agree that accountability is alive and well in their organizations. Blanchard posed the following question: Do you believe that individuals in your organization are held accountable for meeting performance expectations?

• Strongly Disagree: 4%
• Disagree: 6%
• Slightly Disagree: 7%
• Slightly Agree: 16%
• Agree: 31%
• Strongly Agree: 10%
• No Answer: 26%

Part of the problem leading to the lack of performance expectations is that managers mistake an employee’s need for direction and support as a lack of engagement. That incorrect diagnosis leads managers to the incorrect assumption that if they get their direct reports more fired up, they’ll get the work done. The real problem is that people want to know what their role is and how they are supposed to do it. By providing clear goals and direction, providing the appropriate leadership style, and scheduling regular meetings to monitor performance, leaders can eliminate performance gaps and maximize performance and productivity. For additional information, visit www.kenblanchard.com.