Did you ever wonder why employees don’t always get their best possible results for job performance? While there are many possible reasons, one that is simple to resolve is to start off with clear expectations for job.
Imagine a military operation where no target has been defined. It would be almost impossible to succeed. Individuals may feel compelled to choose their own targets to feel a sense of accomplishment, or may take no action at all. They wouldn’t understand how their actions fit in with overall strategic plan of campaign, and therefore it would be difficult to make a meaningful contribution. The same thing can happen in workplace.
Clear expectations remove guesswork that can cause employees to do wrong work, do work in wrong way, or even do no meaningful work at all. The results can be frustrating for you and your employees and can lead to greater problems such as dissatisfied customers, higher costs, lower productivity and profits, lost business, unmotivated employees, employee turnover, or worse, safety hazards and accidents, or in extreme cases, loss of life.
Expectations are given in many forms. A few of ways supervisors and managers can provide targets for employees include:
* Company or department mission statement; * Departmental and individual goals to support corporate plans; * Job descriptions; * Policies and procedures; * Safety standards; and * Leading by example.
Expectations can also be established using following six-step process in an interactive discussion with employees: * Describe job in terms of its major outcomes and how it fits into larger picture. * Agree on measurable performance criteria. * Mutually identify necessary skills, resources, and guidelines. * Determine priorities. * Review and check for understanding and commitment. * Set a date for an early progress review.