Five thoughts on management

1. People perform up to your clarity

Lack of clarity shows up as paralysis, busywork, demotivation, and other forms of friction

2. People believe you up to your consistency.

If you delegate a task saying it's important but then don't check whether it got done, people won't believe it was important, and won't believe you the next time you say something is important.

3. People listen to you up to your helpfulness.

If your feedback isn't helpful, people won't listen to it.

If working on the task you delegate isn't ultimately useful for your employees, guess what, they won't work for you (beyond the bare minimum to avoid getting fired)

4. People are motivated by the rewards they experienced

Financial incentives motivate more effectively people who have already experienced the pleasure of receiving a bonus.

Start with short-term achievable targets to build trust that pursuing targets is worth the effort.

5. What gets discussed, and not merely measured, gets improved.

Collecting metrics won't improve a process unless those metrics are discussed in a way that makes it clear that people won't be let off the hook until they improve (see #2: people believe you up to your consistency)