What do you do if your team members are unclear about their tasks and expectations?

First of all you have failed as a team manager. The basic principal of leading a team is to ensure they know who does what and how. Secondly the team is new to the fold and does not know how to embrace their tasks. Lastly both the manager and the team are average performers and it will show on their overall achievements.

A job description can never fully capture the dynamic nature of a role. Team members' needs are not set in stone; they evolve as the business does. As a Leader, your role is to align and this alignment is a continuous process that requires two key elements: a clear vision and a clear understanding of function. If your team understands the vision and their individual part in achieving it, you've handled much of the problematic part. From there, it's the day-to-day assessment of where we are, what we're learning, and where we are going. Executives too often take a "hands-off" approach to this for fear of micro-managing. The truth is that everyone wants connection and to know that the work they do is valuable. Show them that.

Clearly outline each team member's responsibilities and objectives. Use simple language and ensure everyone understa Offer concrete examples or templates to illustrate what is expected of each team member in their role. Create an open environment where team members feel comfortable asking questions and seeking clarification on their tasks and expectations. Provide guidance and support to team members as they navigate their roles, offering assistance whenever needed. Schedule regular check-ins to review progress, address any concerns, and provide feedback to ensure everyone stays on track with their tasks and responsibilities.

Bringing clarity from black to gray to white is the first job of a leader. Especially for his team member roles. Set goals, performance measures, and provide them with required tools, mentoring and moral support. Stand strong with them in crisis and during failure and give whole credit when they succeed.

If team members are unclear about their tasks and expectations, issue is with me as a leader. To overcome this, this is what we need to do: 1. Clarify roles by setting clear expectations for each team members. Discuss openly and close the call when both of you are on the same page 2. Define the path to success by using SMART goals for each individual 3. Share your experience on how to overcome obstacles in a Win-Win situation. Motivate them to try new things and fail without any negative impact on their career 4. Work with your team. Schedule regular meeting to share your feedback on the progress of their goals as well as to learn their experiences. Ensure that you are monitoring progress and team knows that too 5. Share honest feedback

If your team is consistently unclear as to what they need to be focusing on, then Leaders need to be introspective about their communication style and if it's effectively resonating with their staff. Soliciting anonymous feedback is a great way to take a litmus test about the things that employees may feel trepidations about sharing with their leadership outright. Often times, no matter how much of an open-door policy you have, employees are hesitant to speak outright on things they feel might be perceived as "criticism". Allowing them to express their thoughts in a passive environment will help get more authentic feedback and allow a better understanding as to why clarity is lacking.

Here's what I would do: 1- Organize a meeting dedicated to discussing roles, tasks, and expectations. Ensure that everyone has the opportunity to ask questions and receive clear answers. 2- Sometimes, confusion arises from complex or vague objectives. Break down larger goals into smaller, manageable tasks with clear outcomes. 3- Provide Written Documentation: Create or update project briefs, task lists, and role descriptions. Having written documentation can serve as a reference point for team members. 4- Implement an Open-Door Policy: Encourage team members to come forward with questions without fear of judgment. 5- Regular Feedback Loops: Establish regular check-ins to provide feedback and ensure that everyone is on the same page.

additional from me: 1. Clearly define the team's purpose, goals, and objectives and responsibilities 2. Differentiate between Team and Individual Expectations, including Behavioral Expectations, Quality and Process Expectations, Work Hours, Time Off, Meetings, and Tools 3. Set clear deadlines and key results by Communicating explicitly and avoiding assumptions 4. Punctuality, detailed on Agendas, Be accountable for mistakes and share learnings and Proactive. 5. Check in with team members to ensure they understand their tasks and responsibilities and progress.

If team members are unsure about their tasks and expectations, it's essential to address the issue promptly. Hold a meeting to openly discuss and clarify any uncertainties. Clearly communicate the project objectives and break tasks down into specific steps. Encourage questions and provide written documentation or visual aids for reinforcement. Establish regular check-ins to ensure ongoing clarity and alignment. By proactively addressing misunderstandings, you can help your team feel confident and empowered in their roles. #ahmedalaali11

TORs, Goals and Objectives of the team should be clearly documented. A pervasive document of all the tasks and procedures should be prepared to achieve the goals and objectives and should be comprehensively aligned with TORs. Team KPIs and Team members KPIs should be documented Distribution of these tasks among the team members should be clearly explained. A hierarchial flow chart depicting the flow of tasks should be prepared. Team leader should convene regular meetings for feedbacks and clarification