If your team keeps missing the mark, it’s not just a performance issue, it’s likely a communication issue.
Poor results usually trace back to unclear, misaligned, or unspoken expectations. And too often, leaders assume they’ve communicated clearly when they haven’t.
Miscommunication kills momentum. But clarity creates traction.
Here’s a seven-step framework that high-performing leaders use to align expectations, build trust, and drive results that too especially in fast-paced, entrepreneurial teams.
1. Set Clear Expectations
You can’t hold someone accountable for something you’ve never made clear.
Ask yourself:
- What does success look like?
- What exactly do I need them to own?
- What’s the deadline, milestones, desired outcome?
Write it down. Clarity in your mind must become clarity in the room.
2. Get Agreement
It’s not enough for you to be clear. They need to be clear too.
Ask:
- “Is there any confusion about what success looks like?”
- “Anything about this goal or expectation feel vague or unrealistic?”
- “Is there anything that could get in the way?”
When expectations are co-created or confirmed and are not just assigned & you cultivate ownership, not just obligation.
3. Communicate Clearly—and Confirm It
Don’t assume a conversation means clarity.
Follow up in writing. Bullet-point the expectations. Confirm agreements. Make it easy to reference. And be willing to repeat yourself multiple (like 7) times.
This creates a shared definition of success, something you both can revisit later, without relying on fuzzy memory or assumptions.
4. Follow Up Proactively
High-performing leaders don’t set expectations and disappear.
Check in before the deadline. (IE: To-Do’s or “Rock Review” in an EOS L10 meeting.) Ask for a status update. Be a partner in progress. Troubleshoot challenges (“IDS” issues).
Lack of follow-up sends a signal: “It must not be that important.” That’s when standards slide, trust erodes, and deliverables drop off.
5. Course Correct When Needed
When someone falls short, don’t ignore it. That’s how cultures decay.
Instead, address it quickly and directly. Ask:
- “Hey, I noticed this didn’t go as expected. What happened?”
- “What kind of support do you need to move forward more effectively?”
- “How can we adjust to make this work going forward?”
Correction doesn’t need to be harsh, just honest, clear, and timely. Avoiding it does more damage and is actually dishonor to the person who’s struggling.
6. Reaffirm or Reveal
If someone keeps missing expectations after you’ve clearly communicated and followed up, it’s time to clarify what’s really going on.
Ask:
- “Are you still committed to this role and our goals?”
- “Do you believe this is the right fit for you?”
- “What would help you succeed moving forward?”
This helps you identify whether it’s a coaching issue (skill, awareness, support) or a character issue (willful disregard, misalignment, lack of care). One is coachable. The other might require a hard decision.
In EOS terms, you want to uncover whether there is a “Right Person” or “Right Seat” issue.
7. Create Momentum and Results
When expectations are clear, agreed upon, and consistently reinforced, everything gets better:
- Speed accelerates.
- Ownership elevates.
- Accountability increases.
- Trust deepens.
- Results improve.
And best of all? Momentum increases, and everyone starts winning, not just working.
Final Thought
Want better results from your team?
Don’t just demand more performance. Start by demanding more clarity.
Don’t stay frustrated that people aren’t meeting your expectations.
Instead, create clarity, alignment, and reinforcement.
Ready to sharpen your communication and leadership systems?
Book a Strategy Call and let’s build a high-performance culture from the inside out.
