There are a plethora of articles, videos, studies, webinars, and coaches out there talking about being “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 unattainable.
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 very quickly gossip, insubordination continues to result in missed assignments, hidden agendas blown up, and sheer confusion and eventually drama.
If you’re experiencing negativity or drama in the workplace, look at some of these areas to see if you’re being clear.
Mission statement – is it aligned with your mission statement? If your walk as a leader or manager doesn’t align with the ‘talk’ mission statement, then it’s simply an open vent for drama and confusion.
Are employees familiar with the company’s mission statement? Is it clear and concise? Is the company’s 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 applied? Do employees know 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 meet 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 timelines and progress along the way.
In the event that a commitment cannot be fulfilled, Communicate and Renegotiate!
Limited Resources – Be very clear and realistic about the resources needed with teams and projects. I have seen companies planning a downsizing, which looks great on paper, yet causes burnout, frustration, and disloyalty due to an increased workload.
Be sure to do your due diligence before downsizing to determine the resources needed afterward, which could take the form of additional training, some mindfulness activities, 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.
