What's the environment like in your office? Is there a lot of grumbling and "passing the buck"? How about excuses? Invariably, this is a common thread that weaves through work teams; and it can grow into a "blanket of blame" that will eventually kill a project, a team, or a company.

When employees fear blame or embarrassment, they tend to make excuses for their missed deadlines, lack of sales, or whatever the unsatisfactory performance may be. A smart manager will use these opportunities to turn mistakes into learning situations. There are also appropriate ways to help the employee see his (or her) habit of always having excuses and to help them find ways to replace that tendency with a more acceptable habit.

Here are 3 tips to help you move your team higher on the performance ladder and to reduce the tendency to deliver excuses.

Set clear expectations.
As a manager and leader, it is your responsibility to be very clear on what it is you want and when you want it.

It helps if you can show them how this task fits into the big picture. Everyone wants to make a difference and if a person understands how, for example, making a "widget" then fits into a "gizmo" that later becomes part of an automobile braking system, then they will have  bit more pride and determination in their work to make sure it's perfect and meets specifications.

When possible, trustful managers will leave the "how" part up to the team. This is more easily done in service-based businesses; however, even in a manufacturing plant, there are many occasions where upper management is wise enough to give the floor managers and teams the leeway to figure the most efficient way to do a task. By giving employees some room for to be creative to be resourceful, you keep them challenged and thriving. Allowing a person to grow and learn pays big dividends all around.

Help them plan.
In most situations where excuses are in abundance, there is a fear of failure, and often, a lack of ideas on how to find a solution. Many times, when we're deeply embedded into the work routine, we "can't see the forest for the trees." Our objectivity is gone, and we forget how to think creatively.

One big way to help here is to mentor them through the problem-solving process so they can come up with an acceptable solution. Then, take it a step further and help them anticipate potential problems - and subsequent avenues for corrections or new solutions.

Follow-up.
Remember the rule, that people "respect what you inspect." If this was an important project and the team members had to overcome great challenges to meet your expectations, then it's worth gathering them together and having an "end of task" or "end of project" review. Specifically, if you've been working with a particular person on the above "excuse-elimination" exercise, by all means, have a private meeting and discuss the outcomes.

Was it successful? What worked well? What didn't? Were there things that could've been handled differently? What were the things the person learned from this experience? And how could he (or she) apply those lessons the next time around?

By being engaged and pro-active with your team, you'll help them achieve a higher level of performance. They'll develop a greater sense of respect for one another - and for you as their attentive leader.

PS - Be sure to follow these tips yourself - and become an excuse-free manager!

Have a Golden Day!
Coach Darlene