Everybody knows the importance of communication. Whether it be with family, friends, coworkers or customers, proper communication is what helps us understand and connect with others. Clear expectations lead to seamless communication and help in overcoming barriers as problems and challenges arise.
As a manager in a business setting, setting clear expectations for employees is an absolute necessity! Imagine this: during a weekly meeting, your employee presents what he’s been working on for the whole week only to find that it’s nothing at all like what you expected or wanted from his work. You can be sure that neither of you is going to feel very good when you ask him to redo everything!
If both sides don’t know what the other wants, it opens the door to feelings of resentment and frustration. There are multiple reasons why employees end up leaving a company. Setting expectations from the very start can prevent these kinds of things from happening.
Here are steps on how to set clear expectations for your employees:
Define the goal/expectation
Know what your expectation is. In order for employees to know your expectations, you must know them yourself! No broad, vague instructions like “do your job better”, be as direct and specific as you can.
Ways to be direct and specific:
Use simple language
Be straightforward, no room for confusion
Focus on details
Make it measurable, completed: yes or no?
Set a time limit/deadline if applicable
Know the reasoning behind the Expectation
“Because I said so” isn’t going to cut it here! Backing up your expectations with specific reasons as to what positive effects it will have for you, your business, or your employee themselves will lead to greater acceptance.
When employees have a better understanding of the reasons behind the task, they will be more compliant and willing to meet expectations. They will see the context of how their work affects the bigger picture and be able to wholeheartedly commit to doing their work.
You know that saying 'If you didn't take a picture, it didn't happen?' The same rule applies here. Once the goal or expectation is defined, it’s time to document it. It should be so clear to you that it can easily be written on paper or notated digitally. Having it written down actually makes for a great resource to refer back to for both you and the employee to refer back to so that nobody forgets.
This is a change that you can start implementing right away. Expectations that are straightforward and leave no room for misinterpretation will greatly improve your employees’ ability to perform to your satisfaction.
Break it down
Breaking large goals into smaller, measurable pieces will help your employees from becoming discouraged. Add these checkpoints or milestones into your succession pathways so that both parties can benchmark and track long-term progress which will help the company hit deadlines.
Breaking down projects will not only assist employees to accomplish the goal, it gives them clear standards on how to move to the next level up in the company. By being transparent, companies earn the employees trust. Employees are more likely to stay with the company knowing they aren’t stuck doing the same thing with no chance of growth.
In a company, everybody has a part to play. The work you and your employees do are all pieces of a whole with some pieces being dependent on another part being completed. Some might become so overwhelmed by the big picture that they end up missing the smaller deadlines resulting in delays and setbacks. Breaking up your goals will save your business from these losses and unhappy customers.
Get feedback from your employee and engage with them.
When you talk about expectations, don’t lecture, have a conversation! Getting employee feedback on expectations, or having them set goals themselves will increase their willingness and motivation to do it.
Instead of a top-down tone of a boss addressing a worker, adopt a more mentor-like approach. Have them tell you what they think your expectations are. Clarify, make changes or suggest improvements if necessary, and give them resources or suggestions on how they can meet your expectations.
An important part of this mentoring is to find out their expectations for you. Expectations on pay, work performance, promotion opportunities, job description etc. Being able to discuss these topics openly with your employee will go a long way towards being able to relate to them.
For example, they might be expecting a raise or even a promotion up the ranks for their good performance from the last few months. Talk it over with them to find what they hope to gain from you and do your part to meet their expectations. Better yet, set up a succession pathway with ProSky where the whole process is clear for both parties.
Set routine meetings where you can follow up with employees to meet and talk about progress. During these predetermined follow-up times, give praise and reward for completion of goals, or correction and encouragement if needed. This is a great time to review and check-in with them and to give updates on the progress of the company as a whole.
If you are coaching them through achieving their own personal goals that they set, follow up on those as well. Don’t forget to answer any questions or concerns they had for you from a previous meeting. Lead by example and keep your own commitments to employees.
There you have it, all the steps to get started setting clear expectations with your employees! Though this will take practice, it will help you and your worker relationships immensely in the long run and give them a reason to stick around! You will see employees grow through your mentoring as well as increased retention and satisfaction in your company. Start setting clear expectations with employees using succession pathways today!