What happens when one of your middle managers goes off course? It’s a common challenge for service-based businesses, and if left unaddressed, it can lead to low team morale, high turnover, and even lost revenue. But don’t worry—there’s a solution. The REALIGN Framework is a practical, step-by-step guide to getting your managers back on track and driving your team toward success.
R – Review the Current Situation
Begin by reviewing the middle manager’s behavior, activity, and performance. Focus on facts and truth—avoid opinions or vague statements like “I feel.” Use specific examples, such as:
- “On Tuesday at 2 PM, you missed the deadline for X.”
- “Last month, your team’s productivity metrics were Y compared to Z the previous month.”
This fact-based review provides clarity and sets the tone for constructive feedback.
E – Engage in Dialogue
Use open-ended questions to uncover the root cause of the issue. Ask about:
- Misunderstandings in their role or responsibilities.
- Personal or professional stressors.
- Challenges impacting their performance.
Example questions:
- “How do you feel about your current workload?”
- “What challenges are you experiencing in your role?”
- “How do you think this impacts the team?”
A – Assess the Impact
Evaluate how their behavior affects the team and the business:
- Does it harm team morale or productivity?
- Is it delaying projects or creating bottlenecks?
- How does it impact the company culture or client relationships?
Have an honest discussion to help them understand the broader implications of their actions.
Include the video at this point in the blog to give readers a dynamic explanation of the REALIGN Framework.
L – Lay Out Clear Expectations
Define what success looks like for their role. Include:
- Specific behaviors aligned with company core values.
- Clear communication rhythms and platforms.
- Measurable performance outcomes.
Example: Create a one-page Primary Outcome Area (POA) worksheet that outlines their expectations and allows for daily tracking of progress.
I – Implement a Support Plan
Develop a personal development plan (PDP) with:
- Behavioral goals.
- 2-3 specific, actionable tasks they can work on daily.
- Accountability measures like coaching, mentorship, or training.
Investing in their success demonstrates your commitment to their growth, fostering loyalty and improved performance.
G – Gauge Their Commitment
Assess their willingness to change and improve. Use timelines and feedback loops to track progress. If they’re unwilling to commit, it may be time for a more serious conversation about their future with the company.
N – Navigate Forward
Schedule regular check-ins—weekly at first—to monitor progress and provide ongoing support. Focus on:
- Continuous improvement over perfection.
- Recognizing and rewarding positive changes (e.g., public shoutouts, small bonuses).
Keep Moving Forward
Middle managers play a crucial role in your organization. When they go off course, the REALIGN Framework provides a clear path to bring them back in line with your company’s vision and goals. By addressing issues promptly and constructively, you can maintain a high-performing, motivated team.
Ready to enhance your team’s performance? Download our free guide, The Four Meetings Every Business Owner Needs, to implement accountability and alignment in your business today.