I have heard more than once from clients that they are frustrated with their employees' performance, drive, and level of professionalism. When I ask why the answer usually starts like this, "...because when I started working no one told me how to (insert: look, act, perform). I just figured it out by watching the most successful people in the company; I didn't expected to get anything. I knew I would have to work my way up the ladder..."
I agree. I dressed like my boss, I stayed late and worked my tail off to earn my first promotion. I also didn't expect anything in return in the beginning. I knew I had to work my way up in the organization.
The shift in generations in the workforce has made the workplace a very different place today. Those entering the workplace today want to be valued for their work and knowledge, not their dress or work hours. Being present in the office isn't a priority to the newest generations in the workplace. Instead they are focused on results or providing the final product from their remote location of choice. They also don't see the need to review at multiple levels, and prefer to launch the product/program and move forward.
As a leader you have a choice. You can moan and groan about your newest hires not knowing what to do, or you can tell them what you expect them to do. The second option is the most effective and productive. After all, wouldn't it have been nice if your first boss told you what to do? You wouldn't have had to "figure it out" on your own.
I recommend you sit down and think about what you need your team to do and how you want them to do it. After you have all that planned out, bring the team together and clearly explain their roles an responsibilities. After you verify that everyone is on board, explain how your team/company operates. This is what I call your "mode of operation." What is professional dress in your organization? What are your work hours? What is your definition of internal and external customer service? How do you expect them to treat each other?
Not everyone will agree and that is fine. Those are the people who may not be with you for long. If it isn't working, it is okay to move on without them. Others will appreciate the guidance and follow your lead.
The bottom line is this: we can't read each other's mind. If something isn't working, or if someone is falling short you owe it to them to say something. It is your responsibility as a leader to give them the tools and knowledge they need to be successful. It is their responsibility to put that information into action.
What are you waiting for?
