If your style in business is to ask for forgiveness rather than ask for permission, or you have a boss like that –listen up! You may not be getting the results you want because of the structure you created.
In the course of first one, than another 1-2-1 conversation, I came to the realization that 2 managers at a fast growing company both thought the new employee reported to them. How could that not be clear?
In another management meeting it became apparent after about 15 minutes that each participant thought they were there to solve a different problem. Thankfully, one of the participants called for clarification and the team got down to work.
Later this week, I asked a new manager if they could tell me what was expected of them in 30, 60, 90 days…she answered “kinda….well, I think so.”. How successful do you think she will be at that new position? Not clear, is it?
As much as I like drive and entrepreneurship, as your company gets bigger, you have to put in some structure.
How would you do that? Especially with a new hire, you must have regular meetings for at least 15 minutes to answer questions, check for understanding, and explain “How we do things around here”. How often? How about once a week to start.
If you think this is all obvious, you may not be a shoot-from-the-hip entrepreneur. However, if you have been at your company for more than 10 years, or founded it, you don’t even realize how many assumptions you make about what people should know. Don’t play hide the ball. Talk about the culture you expect, your goals, your values, your expectations about results.
Please help your new hires out. Or people you have moved to new positions. Meet with them on a consistent schedule to answer questions and help them adapt to your culture and their new role.
We will talk about 1-2-1’s with ALL your direct reports next week.
illustration courtesy of www.leadingeffectively.com