Are you frustrated with your team?

A November 2021 Gallup survey found 35% of managers reported feeling burned out “very often or always” compared with 27% of individual contributors and 22% of leaders. This burnout can lead to managers jumping more quickly to anger and judgment when team members do not meet expectations. In healthy workplace cultures, leaders know how to encourage performance and accountability while showing empathy.

Harvard Business Review suggests managers pause and reflect before lashing out at employees and ask themselves the following six questions when they become frustrated.

1. Have I been clear about expected work outcomes? Leaders often underestimate the need to communicate. Be sure you share your expectations when it comes to roles, deliverables, support and results, and define what success looks like for particular projects. Explain how team members’ unique contributions support business outcomes.
2. Are my expectations reasonable? Compare the current project with similar work you have delegated in the past. Does your team have adequate resources? Do you need to provide more guidance? Consider whether you have made yourself available for questions.
3. What do I know to be true about this employee? When you are frustrated with an employee’s performance, consider the whole person. Evaluate their knowledge, skills and abilities, and reflect on their strengths and areas for growth. If you notice a drop in performance, have a direct and kind conversation to find out what is going on, and be sure to listen. There may be personal issues affecting performance.
4. Am I managing to results? Successful managers focus on outcomes rather than how or when the work gets done. People have different working styles, and your way may not be the natural route for someone else. Outline a clear vision for results so employees can take the lead or ask for more guidance.
5. Am I holding everyone to the same standard? Unconscious bias can cause managers to favor certain employees. Consider whether you are holding all team members to the same standard. Do you invest time equally in your team’s development? Do you make assumptions based on age? If you are not sure whether you are being fair, get feedback from a trusted colleague.
6. Am I providing actionable feedback that is clear, firm and kind? Research shows feedback is best given in the flow of work, so talk to the employee as soon as you notice an issue. Also, ask your team for feedback regarding their experiences with the project. Candid conversations help build trust and commitment with your employees.