Clearing Up Your Organization’s Direction
Robbert had been working at this rapidly growing IT organization for two years now. He finds it exciting to be part of this rapidly evolving organization. What’s more, he can now bike to the office. The passionate owner of the company had promised him that he would play an important role in the further innovation and product development of the company. When some colleagues from another department left and a large client was onboarded, Robbert was asked if he could temporarily step in on that other department until a successor was found. “Of course,” said Robbert. It’s only natural to be loyal and to put your shoulders to the wheel…
But now it’s two years later. Robbert is doing his best, but still has two roles. He works long days, and even in the evenings, he’s always working. It’s starting to take a toll on him and his colleagues. Robbert asks for clarity. Clarity in his role, clarity in tasks and responsibilities. Because otherwise, things won’t go well for Robbert…
We Lack Clarity
In rapidly growing organizations, this is a common complaint. And that’s to be expected because each phase of an organization has its characteristics. And a growing organization becomes increasingly complex and is a dynamic process. But employees are asking for more clarity. What is important to gain more clarity for your employees within your organization? Here’s how you bring clarity to your organization.
1. Clear Leadership
Clarity starts at the top. With clear roles and responsibilities. And clear agreements among each other, which are also upheld. The composition of the leadership team can also bring great advantages or disadvantages. And before we start working with the employees, there must first be clarity at the top of the organization.
2. Leading by Example
An obvious one… But when you expect a lot from your employees in terms of behavior and attitude, you must be very aware of your own behavior, attitude, and approach. The less precise the leadership of the company handles this, the more difficult it is to implement desired behaviors, attitudes, and approaches.
3. One Voice
When there are multiple directors or when they join, it also has consequences for communication to the employees. Important messages for the organization must be unambiguous. It’s no longer just the entrepreneur who decides; he/she must also coordinate with his/her fellow directors and managers. That’s why it’s often referred to as “one voice”. First align, then communicate to the employees.
4. Four Team Criteria
There are four team criteria that well-functioning teams meet: clear and agreed-upon objectives, clear and agreed-upon structure, clarity in norms, values, and performance criteria, and involvement. You see the word “agreed upon” very clearly here. Often, the leadership has it in mind, but it’s not clear enough for the employees. Read more about this in the article “Help, my team is not doing well“.
5. Clarity in Tasks and Responsibilities
Uncertainty in roles, tasks, and responsibilities costs organizations a lot of energy and money. If uncertainty persists for too long, employees leave the organization. A clear description of tasks and responsibilities, coordinated with the employees, leads to clarity and overview. This also includes setting clear expectations.
6. Coaching and Development
You probably recognize it: employees choose a company, but usually leave because of their manager. Good leaders not only invest in their own growth and development but realize that they are the coaches of their employees. Good one-on-one coaching pays off. And contributes enormously to attention and growth. And to clarity.
7. The Power of Repetition
You’ve probably experienced it. The question you ask yourself why certain things are still not clear to the employees. Even though you’ve said it before.
A former manager of mine always said, “Toujours frapper toujours”. I always remembered that. He meant that repetition is important to create clarity. And this is a topic I often discuss with leaders. This also means that it’s important to check in individual conversations whether something is clear, or if it needs to be explained again. And repetition also requires consistency.
Want to read more about developing your organization and building a strong team? Order one of my books “My Best Team Ever! In 7 Steps to Golden Leadership” and/or “In 10 Steps Control over Growth & Now also available as an e-book and audiobook.
