How do you react to your expectations

Communicate expectations

Research shows that communication problems with the manager or supervisor are considered to be one of the main reasons for unsatisfied employees in the workplace. This situation often arises from a failure on the part of the manager who has not clearly communicated his expectations of the employee.

Talking like you’ve got your beak? - Effective communication is different.

Often times, managers mistakenly assume that an employee knows exactly how to do a task without first being told how to approach it. If the employee is then asked about this topic, it turns out that he has misjudged the expectations of his manager. Because of this obvious miscommunication, the employee is not delivering the desired performance, whereupon the manager and employee blame each other for it. Ultimately, both parties are upset, which generally leads to a drop in performance. Make use of your leadership skills.

The key factors: Clarifying expectations as an important leadership skill

Job. It is imperative for your team that everyone knows exactly what is expected of them professionally. Is there a job description that a new employee can read through when they join the team? But are there also unspoken rules about the quality standards of the work, about the depth of his specialist knowledge or about how a successful project is defined? Where does an area of ​​responsibility begin and where does it end? Which functions should the employee fulfill? All of this goes well beyond the job description, and yet is an important part of it. In order to achieve maximum performance and develop close working relationships, these expectations must be clarified and accepted by everyone.

Communication. Communication is one of the most important parts of everyday business life and it is far too important to leave it to chance. Each individual works with consideration for their own preferences and habits, which may conflict with the working methods or preferences of other employees. Those who clearly set out rules of conduct help their employees to coordinate their work areas more efficiently and confidently.

What kind of communication works best - formal or informal? What needs to be communicated, what needs to be discussed at which company level? How often do you have to communicate? Which information should be conveyed on which channel? How should the communication be logged on different levels?

Time. If you work with several people on different projects, you should keep an eye on your time and that of the others. Depending on the respective company level, it must be clear when the employees can expect feedback. What times do the other team members work? This becomes important when you are supposed to work in a virtual or international team.

Culture. The corporate culture must be clearly defined so that team members know which values ​​they need to align their work with. Regardless of whether someone is just starting out in their careers or has years of experience, everyone brings their own experiences and habits with them to a new work environment. If these differ from the new corporate culture, it can lead to performance degradation and interpersonal conflicts.

3 steps how to clarify expectations

After you have clarified what you expect from your employees, you should make a checklist to check whether you and your team are acting in this way. John Baldoni has developed a checklist for managers for this purpose:

  1. Does your team know what is expected of them? Let your team express what you told them in their own words. Have conversations with team members to see if they understood your instructions correctly. Perhaps your employees are highly specialized but do not know how to use their knowledge for the benefit of the company.
  2. Have you made it clear to your team what they can expect from you? Show your employees that they can come to you with concerns at any time. It should be clear when and how they can get in touch with you and that you are available to help and advise your employees. How often someone uses you as a "source of knowledge" varies from employee to employee. For a young professional, you embody the teacher rather than the supervisor. For an experienced worker, you may be in the role of a trainer who introduces them to new habits and cultural differences in the new company. For your team, you will definitely be the one in charge.
  3. Do employees know what to expect from their teammates? Everyone in a team has a specific role and clear areas of responsibility. Each individual needs to know how their work affects that of their colleagues and how the team can work together effectively to achieve the goals set.

One thing is clear: when expectations are communicated, it improves team relationships. The members have confidence in the manager and can react appropriately to problems. When the expectations of the team are clarified, employees avoid having to edit their work. Nor can they be held accountable if they have failed to meet unclearly formulated expectations. When expectations are communicated correctly, not only is your team happier - the performance is also right.