There’s a big consulting firm in the US called Gallup. They do similar work to me.
Sure, they’re slightly bigger than 925 Edge – they’ve got 1,500 employees; I’ve got … one. But I’d happily take them on in a debate about the world of work. Competition is a good thing.
Gallup recently posted that only 50% of workers worldwide truly know what’s expected of them at work.
📌 Their post: Gallup LinkedIn Post
Anecdotally – after 40+ years in the workplace – I’d say that number is actually lower than 50%. Even those who initially say, “Yes, I know what success in my job looks like,” often struggle when I push them to articulate it clearly and simply.
What about your staff? Do only half fully understand what’s expected of them?
Gallup claims that if you can increase this ratio to 80%, you’ll see real business results – higher profits, better quality, stronger customer engagement, and improved employee wellbeing. Sounds worth the effort, doesn’t it?
Now, you might be thinking:
🗣 “Come on, it’s not rocket science – my staff should know what they need to do.”
I get it. But assumptions are tricky buggers. Instead, as their manager, go and find out. And if they’re not focused on the right things, help them get there.
The good news? This doesn’t need to be complicated. Nor coated in corporate fluff. Take me, for example. I report to myself. And to my toughest boss: Mrs PC. What constitutes success in my job? Three simple things:
✅ Generate enough work to pay the bills.
✅ Do work so good that clients don’t just come back – they become advocates for 925 Edge. (Or should I say “raving fans”? Sounds a bit much. But you get the gist.)
✅ Do work I enjoy, with people I like.
Do I always achieve these things? Nope. Because success isn’t a simple tick-box exercise. Genuine, worthwhile success is something we have to strive for, push for … work for.
Your job as a manager? Help your team achieve success. No better place to start, than by telling them what that looks like.
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Want to lead better and get more from your team? Let’s talk 📞
