There are many reasons that employees are not successful; most frequent among them are uncertain or undefined expectations. Often leaders make the mistake of assuming because anyone has the required capabilities for their job that they automatically understand the expectations of that job, but that is just not true. One of the most essential things a leader can do to assist their employees achieve success is to set clear expectations. In other words, exhibit them what success looks like. But if a leader has never had this experience, chances are they do not know how, or they are not doing it well. Here are some suggestions leaders can use:

About half of employees know what is expected of them at work. ~Gallup

Understand to be understood.

More probably than not, the expectations you set for your employees will be filtered down from those set for you. If what your leadership expects of you is uncertain it is going to be impossible to establish, clear expectations for others. You have to know what your leaders expect, so begin from there.

Not just the what, but the why.

It is not adequate to tell employees you assume of them; they prefer to know the why at the back of it. On the surface, things might not make sense. When employees get to know the impact, efficiency, or the outcome, they can understand the purpose and start to see the better picture. Understanding the why additionally helps attain buy-in and ownership, which in returns will increase engagement and commitment.

Goals, objectives, and behaviors.

Expectations are multi-faceted and practice to various elements of the job, from metrics to how tasks get completed. Work from the outcome you are looking for and then decide the expectations around how to get there. If it is client satisfaction scores, then a specific set of behaviors associated to the client interaction will drive the result. Employees want to understand the linkage between various factors that will allow them to meet their expectations.

Mind the gap.

If you are working with a new employee, you probably may not know what gaps exist. After establishing expectations, it is essential to keep watch for areas of opportunity and address them. With present employees and teams, you might already know what those possibilities are. By identifying the gap, you can leverage individual strengths to shore up deficiencies. Sometimes the gap exists because an worker has never viewed something or carried out something, and other times it is because they have developed bad habits or behaviors.

Communicate and reiterate.

Communication is not a one size suits all. Although you can also be most at ease communicating through email, which does not mean that it is the best conduit for each employee. Use a multi-faceted method to communication that consists of emails, staff meetings, and one on one time with employees. Gain grasp and commitment from your employees. Have them acknowledge what you have stated or written. Follow up with it. If you are taking the staff meeting or one on one approach, put it in writing to get rid of confusion and create a record of everyone. Follow up also means reminding employees from time to time as a way to hold vital things at the forefront.

Give Feedback - Get Feedback.

It never has to be a surprise if a worker is underperforming and not meeting expectations. The same is real for excellent performance. A worker must never wonder if they are doing a good job. Regular balanced feedback is essential, and it is a two-way street. Just because you are a leader does not mean that there is no benefit to remark from those you lead.

The key right here is to ask questions such as:

• What do you think?
• How do you feel?
• Do you have any ideas or suggestions?
• What can I do to help?
• Is there anything I have to do differently?

 Hold Them Accountable.

 A crucial element of expectations is accountability. Leaders ought to keep employees accountable. Employees want to know what will occur if they do not meet the expectations you set forth. Failing to do this will undermine everything else you are doing. If you are inspecting what you expect and giving regular feedback, it will be much easier. Remember, no surprises. Being able to set clear expectations is a vital part of leadership. Getting it right is a fundamental factor to constructing robust relationships with your workers and keeping off troubles down the road.

Author Name:  Anthony T Eaton