Clearing the Work Plate
"If I clear the plates off the table, can I go play video games?" my 8-year old asked me. I said "Sure, thanks."
Turns out he cleared the plates from the table but didn't actually scrap anything or place them in the dishwasher, which would have taken less than two additional minutes. So, I had to interrupt his game and make him do it properly. The discussion/fight, that was predictable, lasted 10 minutes, plus another 2 to actually do it right. 5 times the length needed to complete the task.
He acknowledged he knew what the expectation was but that was not what we had said. So I explained how he could have done better and how grateful I would have been for the extra help done right. He fixed it, and with pride said he had done his best job at it ever, gave me a hug and went back to his game.
There is a lot to be said for the words that we use and how we use them. In this example that is not the case. He was doing what a lot of people do in their daily lives. They are 'clearing their plate'. That is to say they are moving things off their lists of things to do and downstream to someone else. Phrases such as 'the ball is in your court' or 'I throw that over the wall or fence' are other ways in the professional word we express the passing on of tasks we simply want off our plate. A more crushing phrase is 'that isn't my job'.
This is a symptom of organizations that have unhappy individuals that feel no ownership, pride, accountability or responsibility for what they have in front of them. They aren't empowered to take actions or they need training in order to do better. Then there are the individuals with so much on their plates that they are unable to focus on anything and end results are mediocre because of it. There are of course those that do the bare minimum and have learned that is all they have to do. They are the true plate clearers.
The plate clearers in an organization weight it down and ultimately slow down those that won't accept a consistently lower quality from their own output. A simple test can determine if you have someone that wants to do better and can't due to the reasons above or they truly don't have a drive to do anything beyond the minimum. If you are the leader in your group and you suspect you have a plate clearer, try this tactic:
Take the latest example of what they did and go through it with them. You make notes on what could be improved with them sitting with you (virtually or physically). This is a time investment on your part. Just like my argument with my son, it took longer to get through it than it would have been for me to just fix it. Over time, the fix-its add up and your team isn't growing.
Send them back to incorporate your notes. Give them empowerment to improve areas that you didn't specifically address to. Actually say that to them.
Whatever draft or version they bring you, tell them you will look at it later (even if you have time then and there). Don't look at it. Send it back to them with a note and ask "Is this really the best you could do? What other resources do you need to make it your best?"
If they immediately push back that it is the best they can do, then you have two results. First, maybe they did take the encouragement and did a much better job that shows improvement. If that happens, make sure you give positive enforcement pointing out specific things. Second potential result is they did the bare minimum. If that is the result, chances are you have a plate clearer.
If they went back and tried again without feedback and bring you a new version, review it with them. Even if it is not the best, you have someone that is willing to try. They more than likely need more training and mentoring. They are worth the time to develop.
If they say something to the effect of they do not have time or what should they let slip to do the require additional work, then you as the leader, need to step in and give prioritization. Again, this is time for you both, but will pay dividends later.
Original publish October 7, 2020