Here’s a wake-up call: less than half of U.S. employees say they know what’s expected from them at work(Gallup).
My head aches a bit every time I hear stats like that, because I know exec leaders really want the people in their orgs to have what they need to act fast and confidently on key priorities.
And my heart aches, because I know most team members do not love confusion.
When expectations are murky, you get a perfect storm of conflicting messages, hesitation to act, and stalled initiatives. Confusion cascades through the organization as people feel the whipsaw of changing priorities, lack of resources for key projects, and miscommunication between departments.
For example, imagine as Head of Sales you’ve told your team that 20% of sales should come from the new product line.
Clear, right?
Not so fast. Your sales team doubts whether legal or marketing will support them in closing those deals, so they stick to the safer bet—selling existing products. Misalignment between teams strikes again. Though you may think you’ve outlined expectations clearly, this result shows otherwise.
But here’s the good news: it doesn’t have to be this way.
Clarity starts with alignment at the executive level and coordinated messaging down the line.
So, next time you’re rolling out an initiative, ask yourself:
• What are the most important actions you need people to take?
• What do people need to believe (not just “know”) to take those actions?
• What’s required to build those beliefs?
• What conversations are needed to make that happen?
Leaders, give us some tips! What are you doing to clarify expectations so people in your organization can get going on the work?