“Why does he get less work than I do?”
“Why does she receive more breaks every day?
Questions like these are the start of division within any team. Even when a manager is trying to be fair in assigning work and offering incentives, the perception of favoritism can cause a festering and hidden sore that destroys the team environment.
I know it’s tempting to give your best people and hardest workers more tasks and responsibility, especially if their quality is better. Yet a team is only as strong as its weakest link. Through fair division, you can bring a team together and reduce the risks of it tearing itself apart.
So how can a fair division of work be achieved? Here’s what I have found to be successful.
#1. You must clarify specific team roles. There must be clarity in the roles everyone on the team happens to have. There is always that one person who thinks they get to be the boss when you’re gone. I’ve found it beneficial to bring the team together so each role can be clarified in a group setting. This reduces those team members who try to “jump ship” and go to a different role when not directly supervised.
#2. Create a block of time on your calendar for “delegation time.” For fair division to work, you must take time to organize the delegation process. I’ve always found the last two hours of the work week to be the best time for this. It’s not a difficult task, but it’s an important one, and you’re usually left undisturbed by others because everyone wants to start the weekend right away.
#3. Set clear expectations. People will work to the bar that you set for them. You’ve got to be careful not to set the bar too low, but your expectations can’t be in the stratosphere either. They must be high, but realistic. I walk each team member through my expectations for them with an individual meeting to make sure any questions can be answer. Then we sign a statement which says they understand their expectations so I’m not stuck with the “I didn’t understand it and you didn’t help me” excuse later on.
#4. Force the workhorse to take a break. There’s that one team member you rely upon more than anyone else. They’re good at what they do and you know it. They know it. For the workhorse, their productivity is a way to establish team leadership. You need that leadership. I’ve found it useful to force a break on that team member. Give them a low priority assignment that they could do in their sleep. It will give them a mental break and you’ll be able to work on skill-building with the rest of the team.
#5. Stay as flexible as possible. Some people will struggle when a policy of fair division is implemented because they’ve been skating under the radar. You know – the people who do the least amount of work possible. Be flexible, but also be firm, in bringing these team members up to speed. They are going to feel like this isn’t fair to them, especially if they haven’t been held responsible for productivity levels for some time.
Fair division reduces stress, improves morale, and can be a boon to your team’s productivity.
How have you implemented a policy of fair division? Have you implemented these strategies with your team? What were the results?