Coaching for reliable performance isn’t a “salt and pepper” practice. You can’t simply sprinkle a little explaining here and a dash of appreciation there, expecting consistency. Instead, you need to make these habits a consistent part of your leadership approach.

1. Explain Expectations

A lack of clear expectations is one of the most common causes of performance problems. Employees often have four fundamental questions when it comes to their roles:

• Where are we going?
• What are we doing to get there?
• How can I contribute?
• What’s in it for me?

Providing clear answers to these questions ensures alignment and sets the foundation for accountability.

2. Ask the Right Questions

Asking thoughtful questions and being comfortable with silence encourages deeper engagement. Silence creates accountability for a response. Resist the urge to fill the silence with another question, as it may leave the original query unanswered and stifle meaningful dialogue.

3. Involve the Team

Employees exchange their involvement for ownership of outcomes. When team members feel actively included in decision-making, they are more committed to the results. Collaboration builds both trust and accountability.

4. Measure What Matters Most

Performance metrics should reflect your team’s priorities. Remember, your lowest performer is a public statement of the performance standard you are willing to tolerate. Setting and enforcing clear performance benchmarks ensures consistent results and drives improvement across the board.

5. Demonstrate Appreciation

While we judge ourselves by our intentions, others judge us by our actions. Showing appreciation isn’t about how much you feel it, it’s about how effectively you demonstrate it. Small, consistent acts of recognition reinforce morale and motivate your team.

^{_{Source: The L Group}}