I can’t stand it when people want someone else to do the work for them but still feel like it’s their own accomplishment. Reality is that most teams have people that contribute to varying degrees on any given project. Still, when people show up at the 11th hour, only to weakly ask if there is more to do, it drives me nuts – especially when they are secretly crossing their fingers hoping that all of the work is already done.
Hold the presses! When someone else does the work for you, you didn’t earn it, it’s not your accomplishment.
You didn’t earn the right to cross the finish line with the team when you’re filled with lame excuses for why you couldn’t do more but “really wanted to.” Not doing the work and taking credit for the end result is like drinking wine coolers and relaxing at the local bar while the rest of the team is running a race. You don’t get to look at your watch, say, “Oh yeah! Race is almost over! Better go join the team!”
You want to be a leader? Leaders earn their accomplishments through hard work, risk, and passion. Leaders fully show up with all of these and, success or fail, they still walk away with lessons to carry with them to their next challenge. Leaders not only earn their stripes but also own every win and every loss. They are 100% in the game. Are you?
Regardless of your role, level, or title you can be a leader. Be accountable for stepping up, engaging and doing your best. If people think that they can “phone it in” some of them will. Make it clear that’s not going to fly. Give people a voice, responsibility, and the authority to get the work done. Leaders, it’s your job to inspire everyone to be more and do more than they ever thought possible – even the slackers.
What should you do when you have “hangers on” that enjoy the celebration more than perspiration?
1) Be a role model for what true commitment looks like. Active engagement in the team’s work is more than simply throwing a few solutions on the table and calling it a day. Brainstorm, challenge and build on ideas! Engage with the team and foster collaboration by inviting more perspectives into the conversation.
2) Hold everyone accountable for their contribution. Don’t simply pick up the slack or assign the task to someone else. Call the slacker on it and invite them to do more. Let them know that you, and the rest of the team values their ideas and effort and the project will be more of a success with them than without their contribution.
3) Ask how you can help. For some people, they may be struggling with the tasks that they’ve been assigned, are prone to procrastination or honestly have too much on their plate. You can’t know what’s going on with someone unless you ask. Don’t back off holding them accountable, but do ask what’s making it tough so you can clear a path to make it easier.
4) Create positive incentives for active participation. Be prepared to publically reward and acknowledge effort, ideas and creativity before the end goal is met. For some, incentives absolutely help to engage them in the work. Identify not only individual incentives but shared incentives for the group accomplishment.
5) Be clear on consequences for not participating and follow through. Communicate what will happen if people don’t participate in the work effort. It could be anything: being pulled off of the team, no bonus dollars, only names of key contributors get published etc. If you don’t follow through on the consequences, it sends the message that it doesn’t matter what they do; they can get away with being slackers, their behavior really doesn’t need to change next time.
Three things I’ve learned over the years?
- Character shines in the effort.
- Leaders give all they can to enable team success.
- Accomplishment is sweeter when you earn it.
How do you handle hangers-on? Do you sweat their lack of contribution or roll with it? What have you done to successfully transform a low contributor into an engaged team member committed to the shared accomplishment of the team?
Alli,
Great post. Yes, it is so much better when you earn what you work for in life. We need as leaders to ensure we are walking our talk in the terms of accountability and integrity. Too many try to take the glory from others rather than earn what they do each day.
Thanks so much, Jen! I’m 100% in the camp that accomplishment can only truly be savoured when you earn it. As leaders, we can’t ask others to do what we’re unwilling to do ourselves. Giving our best, engaging with the team, working hard, holding ourselves and others accountable… that’s the fun stuff! Some people do ride on other’s shirttails and cruise to the top but ultimately people see through it and along the way trust, respect, and leadership are eroded.