How to get the best out of your team

In the charity sector, we often talk about managing performance as if it’s something we do to people – nudging them with incentives, prodding them with consequences. But what if we flipped that thinking?

 

At DSC, we believe a core leadership principle is this: you can’t manage someone else’s performance. People manage their own. What leaders can do is create the conditions in which motivation, clarity, and accountability thrive.

 

This article explores how charity leaders – without relying on pay rises or punitive measures – can foster environments where performance flourishes organically. No sticks. No treats. Just good leadership.

 

 

Motivation isn’t a tool – it’s a climate

 

Let’s start with the myth of motivation. Too often, managers talk about it as if it’s a lever: pull the treat, push the stick. But in reality:

• Sticks (metaphorical ones) can be repurposed or resented
• Treats are lovely, but often equated with financial rewards – not always feasible in our sector

Instead of trying to motivate people, leaders should focus on creating environments where people can find their motivation. That’s where performance begins.

 

 

Get one-to-ones right

 

Robust one-to-one meetings are the backbone of performance culture. They’re not just admin check-ins – they’re relational, reflective, and empowering.

 

Golden rules for effective one-to-ones:

• Let staff talk about their one-to-one with you, not your one-to-one with them
• Make them regular, diarised, and protected like sacred time.
• Aim for an 80/20 listen/talk ratio
• Prepare thoughtful questions, then let them lead

When organisations embed quality one-to-ones and transparent annual reviews, performance improves – not because of pressure, but because of partnership.

 

 

Communicate expectations clearly

 

People can’t manage their own performance if they don’t know what’s expected. From job descriptions to codes of conduct, clarity is key.

 

Golden rules for communicating expectations:

• Review and co-own job descriptions: clarify roles, responsibilities, and decision-making authority
• Keep policies alive: use sector shifts or internal changes to prompt updates and reminders
• Brief policies monthly – whether it’s AI, WFH, or annual leave
• Link expectations to values-led behaviours: make it about how we work, not just what we do

High support and high challenge go hand in hand. Expectations should be clear, but also open to dialogue.

 

 

Give future-focused feedback

 

Feedback should be actionable. Telling someone they’re “great” feels nice – but telling them why they’re great helps them repeat it.

 

Golden rules for feedback:

• Make it timely – don’t wait for a one-to-one three weeks away
• Ask before you tell and invite reflection, which helps you to see things as they see and to anticipate how your own feedback might land
• Focus on behaviour and specifics, not character or generalisations, by providing evidence and examples
• Ask for feedback as well as giving it

Constructive feedback isn’t just commentary – it’s a tool for growth, for everyone.

 

 

Sometimes, don’t manage – coach

 

Well-intentioned help can backfire if it disempowers. Coaching is about supporting people to think, plan, and solve for themselves.

 

Golden rules for coaching moments:

• Don’t jump in to fix – ask before you tell
• Use questions to unlock progress: “What have you already tried?” “What’s your current thinking?”
• Don’t confuse coaching with avoidance: when you need to manage, manage., and when you need to coach, coach

When people solve problems themselves, they own the outcome. That’s real performance. 

 

Performance isn’t pushed or pulled. It’s cultivated. When leaders create the right conditions – clarity, trust, challenge, support – people step up. Not because they were forced. Because they were empowered.

 

Let’s stop managing performance like a transaction. Let’s start leading it like a relationship.

 

No matter your budget, DSC can help you manage your team with confidence. Find our management and leadership resources here, including training, books and more blogs like this one!