“They’re just not doing what I want them to.”
If I had a pound for every time I’ve heard that from founders and managers… well, you get the idea.
And it comes in all sorts of flavours:
“They showed such promise in the interview, but they’ve turned out to be a turkey.”
“But they knew I needed that info for the client meeting!”
“They should just know where to find that kind of thing.”
And the classic: “They should just know!”
Here’s the hard truth. It’s probably not them. It’s you. (Sorry. But someone had to say it.)
Communication Is Everything (And You Might Be Overestimating Yours)
When a founder vents that their team “just isn’t delivering,” I always ask: “What did you actually tell them ( and how did you say it?)”
More often than not, it turns out expectations were vague, rushed, or… not actually communicated at all.
One manager even said, “I pay them to know what to do,” when asked why they hadn’t set clearer expectations. Sound familiar?
But paying a salary isn’t the same as transferring knowledge. And assuming someone “should just know” is usually the start of a whole lot of missed deadlines, tension, and rework.
Vague Instructions Lead to Vague Results
Even if you think you were clear, ask yourself:
-
Did I explain the why, not just the what?
-
Did I check their understanding or just assume they got it?
-
Did I tailor the conversation to how they work best?
-
And did I follow up — in writing — to lock in clarity?
Because every team member is wired differently. Some need verbal clarity. Others prefer a checklist or a visual. Some nod and smile… but don’t actually understand what you meant.
Your job isn’t to bark orders: it’s to lead like a coach: Create the vision, support the execution, and make it inspiring to follow.
So What’s Really Going Wrong?
It’s usually not about skill. It’s typically about a whole host of other things including:
-
Poor onboarding (“They’ll figure it out” never works.)
-
Weak briefing (You think you gave the brief. You didn’t.)
-
Unclear goals (They don’t know what success looks like.)
-
No feedback loop (So they keep guessing.)
And it all feeds back into your own stress, bottlenecks, and frustration.
What To Do Instead: 5 Ways to Be Crystal Clear
Want your team to step up? Here’s how to make sure they know what’s expected — and can actually deliver:
1. Set clear expectations from Day One: Job descriptions aren’t just HR fluff. They’re your first chance to define success. Talk about what good looks like during the interview, not just after onboarding.
2. Support early and often: Don’t just drop a new hire in the deep end. Show them what “good” looks like. Share your methods. Check in regularly. They’ll learn faster — and you’ll stress less.
3. Focus on WIIFT (What’s In It For Them): People want to succeed — for themselves, not just for you. So link their goals to what motivates them. Recognition, ownership, growth… whatever it is, use it.
4. Give real-time, honest feedback: Don’t wait until a probation review to say what’s not working. Try: “That campaign got great reach, but we missed our signup goal. Let’s unpack it together.” Constructive, timely feedback builds trust and improvement.
5. Keep talking: Weekly check-ins aren’t micro-management. They’re relationship-building. They stop surprises, catch misunderstandings early, and help everyone feel part of the mission.
Even the Pros Get It Wrong Sometimes
And yes, even I fall into the trap. I’ve tutted more than once when something arrived half-done… only to realise I wasn’t clear on the outcome, timeline, or importance.
Almost every single time, the issue wasn’t capability. It was communication.
Clarity Creates Calm
When your team knows what’s expected — and how they can win — performance improves, stress reduces, and you get your time (and sanity) back.
You don’t need more people. You need more clarity.
To access a deeper system for building a team rhythm that actually works, ping us at hello@thehrhub.co.uk, or ring us on 0203 951 1208. Not a phone or email kind of person? Grab my book, The MAGIC of HR, for more practical tips to build a culture that actually works.
