As a leader you rely on your team to be honest. If an employee lies, point the finger back at yourself. Maybe you need to do a better job of letting employees know their value. Or perhaps you have great communication skills and for whatever reason a team member decides that alignment with the shared goal is not their thing – their values may not match those of the organization, or their tasks are not fulfilling. As leader it’s up to you to figure out why they are lying. Good employees want to deliver. If they are unable to meet target goals, they may feel like they have failed. As a leader it’s your job to inspire employees reach and exceed goals, but to communicate that effort that does not net desired results, is also worthwhile. Figure out how to redirect an employee’s actions so that he/she is rewarded with results. Emphasize that you want to hear the truth, not a version of the truth that an employee thinks will make you happy. Don’t fail to recognize the fluidity of goal achievement inside the context of an overall initiative. Sometimes employees lie because they fear that if they express lack of knowledge or solutions their position is in jeopardy. Figure out if system imbalances are to blame, but beyond process reconfiguration, create a culture in which asking for guidance is acceptable. Treat knowledge as an entity separate from self. It’s not tied to identity, and more can be accomplished when it’s shared. If you share your knowledge, you won’t lose yourself. Finally, employees may lie to promote themselves. They may put down fellow employees to get ahead. If you observe an employee exhibiting this behavior talk to them. Ask them about their goals, and work with them to develop a plan that will help them to advance. Explain to them that part of this advancement is dependent on their ability to team effectively.