by Purple Doodles

Created on: July 20, 2009   Last Updated: July 23, 2009

Maximizing employee productivity is perhaps the most important function of a manager. If every manager is able to get each of his team members to deliver at optimum levels of productivity, then the growth wheels of the organization will chug along smoothly.

One of the key drivers of employee productivity is role clarity. An employee can be reasonably expected to deliver only when what is expected of him is clear to him. Hence clarifying his role is half the battle won. Surprisingly simple as might sound, it doesn't get as much attention as it deserves. Precisely because it sounds so simple. Perhaps it is time for managers to understand the gravity of this simple task and spend more thought, time and effort in getting it right.

Here are some tips that managers can use to help clarify role and expectations among their team members.

o Ensure a goal setting meeting every year with each team member individually; set goals in measurable terms. In fact it is a good idea to ask each person to share his goals with the rest of the team because the process of verbalizing the goals, strengthens the individual's commitment towards it as well as makes the other team members aware of when, how and how much to help the individual.

Step in to clarify expectations of other internal customers ask for deadlines, guidelines, point person etc

Keep track of a lot of numbers to provide feedback to the associates; to be objective


Facilitate periodic reviews the periodicity should be determined by the team member. Think of 'individualised' questions before the review to customize the review as much as possible.

Schedule regular reflection time to review progress on goals and reset priorities. Determine frequency based on the goal and the preference of the associate. Help the associate think through the learnings, the elements of coordination, communication, information etc that were needed to deliver well on the task.

Ensure that the annual reviews address the following three questions; this affirms that the expectations are set in the right context. Where are we going (the vision or picture of our preferred future or outcome)? What do we believe in (our guiding values or principles)? Why do we exist (our reason for being, mission, or purpose)?"


Develop a 'Team Charter' to document every team member's roles and responsibilities.

Put the associates in direct contact with the internal customers.

Explicitly encourage bottom-up and horizontal communication; Regularly communicating

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