Sparked Vol. 028 – Engage your Team by Taking Corrective Action

We deliver Sparked every-other-week, focusing on what drives organizational culture and engagement. This newsletter is for leaders who are ready to get intentional about bringing their team together, building engagement, and harnessing the power of culture to build high-performing teams that drive remarkable results. Sign up here to get every edition of Sparked delivered straight to your inbox.

Engage your Team by Taking Corrective Action

Let’s face it: corrective action must be taken when a team member isn’t meeting expectations.

If corrective action isn’t taken, the behaviors, attitudes, inactions, or the work product that doesn’t meet the standard becomes acceptable because it is not corrected.

Unfortunately, leaders avoid taking corrective action even when they know what needs to happen.

When a team member is struggling, it’s likely that their inability or inaction is negatively impacting others on your team. As their poor performance or unacceptable behavior festers, it impacts the team. Inaction from a leader results in a lack of trust or faith that anything will change. When apathy sets in, performance wains.

Taking corrective action is a part of leadership that makes many leaders want to curl up in a ball, but it’s essential for other team members and the organization at large that leaders take corrective action when the job isn’t getting done to the standards expected.

Corrective action doesn’t solely mean removing someone from the organization. Corrective action could look like:

• Having a stern conversation about what’s expected and clearly detailing where a team member is falling short
• Removing someone from a specific project or responsibility temporarily
• Reshaping someone’s role permanently to better fit their skillset and the needs of the organization
• Placing a team member on a performance improvement plan
• And yes, sometimes, removing someone from the organization

Taking corrective action respectfully, fairly, and objectively shows your team that you are willing to hold a high standard and ensure everyone on the team is held and accountable to that standard.

Looking for ways to fire up your team members and build a high-performing team?

Take corrective action when necessary.

Take Action to Take Corrective Action

Still trying to figure out where to start? Here’s how to take action today:

• Identify Where Expectations are Missed: As a people leader, it’s your duty to constantly evaluate where your team members are meeting and missing expectations. Everyone will make mistakes or miss the mark now and again. But are you noticing a pattern of missed expectations? Identify those, document them, and log concrete examples.
• Ensure Expectations are Understood: Oftentimes when expectations are missed, it’s because expectations are not known. The onus is on leadership to make their expectations known. Leaders always have expectations for actions, behaviors, and competencies. Leaders don’t communicate and clarify those expectations as clearly or consistently as they should.
• Hold a Private, 1:1 Conversation: When expectations are clear, understood, and missed, it’s time to talk in a private, 1:1 setting. Be clear. Be objective. Bring concrete examples. Be ready to restate your expectations.
• Stay Committed to your Expectations: Leaders often struggle to stand firm alongside their expectations. Sometimes, expectations are missed for good reason. Other times, not so much. Keep your expectations realistic but high. Stay committed to what you need from your team members.
• Be Willing to Drive Change: Many leaders know what needs to happen, but they are unwilling to follow through. Change is hard. Action can be challenging. Leaders willing to make change when warranted effectively drive their teams forward.

Further Exploration on Corrective Action

• Managing Crucial Conversations In The Workplace
• Building a Culture of Accountability