As a manager, you may often find yourself wondering why your team members aren’t following through on their commitments. Trying to stay on top of everyone’s tasks to ensure they’re completed on time can sometimes feel like herding cats—an exhausting effort that detracts from your focus on bigger priorities. The good news is, you’re not alone, and there are concrete strategies you can employ to address this issue. Steven Blue, CEO of Miller Ingenuity and author of multiple leadership books, recently shared practical advice on this topic during an interview. Here are some key insights to help you foster accountability, clarity, and motivation within your team.
The Root Causes of Follow-Through Issues
Steven highlights that the reasons team members fail to follow through often stem from three primary factors: lack of clarity, lack of capability, and lack of willingness. Let’s break these down:
1. Lack of Clarity
While we think we’ve been direct, often what others hear is an incomplete or ambiguous request. When we don’t provide specific instructions or clearly define outcomes, team members are left guessing. Ambiguity can lead to confusion, missed deadlines, and unmet expectations. Steven recommends leaders ensure their ask is crystal clear, convincing, and compelling—a framework he calls the “3Cs of High-Stakes Communication.”
2. Lack of Capability
Sometimes, employees simply don’t know how to complete a task, but they’re afraid to admit it. This fear often stems from a workplace culture that penalizes vulnerability and mistakes rather than encouraging learning. As Steven explains, giving your team “permission not to know” is a powerful way to foster trust and openness.
3. Lack of Willingness
In some cases, an employee may not follow through because they don’t want to. This could be due to personal conflicts, lack of alignment with the task, or even a dislike of you as their boss. Identifying and addressing these interpersonal dynamics is crucial for long-term success.
Strategies to Improve Follow-Through
1. Set Clear Expectations
Start by providing explicit instructions. Vague requests like “I need this done soon” leave too much room for interpretation. Instead, say, “I need this report completed and submitted by Friday at 4 PM.” Be specific about the deliverables, deadlines, and desired outcomes.
2. Create a Safe Space for Questions
Encourage team members to ask for clarification without fear of judgment. As Steven suggests, tell your team, “If you’re stuck or unsure, come to me, and we’ll work it out together.” This simple invitation can significantly reduce misunderstandings and help employees feel supported.
3. Build Confidence Through Mentorship
Sometimes, employees need encouragement to step out of their comfort zones. Steven emphasizes the importance of a mentoring approach, where you guide your team to learn through trial and error. Frame mistakes as opportunities for growth and reassure them that you’re there to support their development.
4. Use Empowering Language
Simple phrases like “I trust you” and “I’m proud of you” can have a profound impact on your team’s morale and motivation. Steven recalls a moment when his own boss told him, “I’m proud of you,” which inspired him to do even better. Use these phrases sparingly but genuinely to reinforce trust and confidence.
5. Address Resistance Directly
If you sense reluctance from an employee, don’t ignore it. Instead, ask open-ended questions like, “What’s keeping you from completing this task?” or “Why does this seem challenging for you?” Transparency fosters mutual understanding and helps you address the root cause of the resistance, whether it’s a lack of interest, discomfort with the task, or personal grievances.
Prioritize Respect and Empathy
Employees want to work for leaders who genuinely care about them. Harvard studies have shown that people rank working for a kind and respectful leader above monetary benefits. Simple acts of acknowledgment, like recognizing an employee’s efforts or asking about their well-being, can make a significant difference.
Getting your team to follow through on their commitments requires a combination of clear communication, supportive leadership, and a strong organizational culture. By addressing the root causes of follow-through issues, setting clear expectations, and fostering an environment of trust and accountability, you’ll not only improve your team’s performance but also create a workplace where everyone thrives. Remember, great leadership is about more than managing tasks—it’s about inspiring people.
Keep up with Steven Blue
- Follow Steven on LinkedIn here
- Visit Steven’s official website for more information here
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