During Part One we talked about Transparency when building a high performing team. Part 2 of this series is Clear Expectations.
I can't imagine going on when there are no more expectations - Dame Edith Evans.
Employees want to know what is expected of them. This is one of the basic needs measured in Gallup’s Q12, “what do I get?” When we are building a TEAM it is our duty as leaders to ensure these expectations are crystal clear!
I know this may sound a little simplistic, but what is the definition of expectations? Wikipedia states that an expectation is what is considered the most likely to happen. An expectation, which is a belief that is centered on the future, may or may not be realistic. A less advantageous result gives rise to the emotion of disappointment.
It would be nice if every time we set out to accomplish something we knew the expectations ahead of time….then no surprises. You ever been part of an organization that springs surprises on the staff constantly? One day the focus is on one objective then the very next day the focus has changed to something else – are you still there? If you are, then move fast to another organization because this cycle will not stop. If you are one who is running your organization this way, I bet your turnover is outrageous.
How do we present these expectations that are clear? I feel it begins with your founding document – mission and vision of the organization. Once the mission and vision is developed then expectations such as behavioral and performance can be developed. A commitment to ones coworker can outline these well. The other way we can present these expectations in ones job description. These can tell an employee the job related expectations one must display.
Steven Covey tells us that we should begin with the end in mind. Why is that important? I would think that before one sets out on a trip there should be a destination. Annually, each organization should conduct some type of strategic meeting and discuss these destinations. Additionally, when these destinations are determined, the organization must communicate (Transparency) to the rest of the organization these plans and goals. Finally, each stakeholder must know what is expected of them during this journey.
Let’s be honest, we all have a sense of belonging and loved ect. At work, we want to know what is expected of us and we do not want this to be a gray area – we want it crystal clear what those expectations are.