Misunderstood expectations can be the source of so much anxiety, disappointment, and performance issues. Whether you are the leader or the follower, the parent or the child, realize the importance of all parties understanding the expectations involved in the task, job, position or business.
1. Decide where you need to set expectations. Do you need to address a performance slip or behavioral problem? Set new goals for the employee? Establish or reaffirm your organization’s culture? Support a new company initiative? Outline specific areas for each. Yes – SPECIFIC!
2. Ensure that you understand the expectations. Make sure you can clearly articulate your expectations before you meet with the other party. Make certain the other party has the same understanding as you. If either of you don’t fully grasp what is expected, you’re on the road to disappointment, or worse, performance issues.
3. Make certain that each party understands the reasons behind the expectations. Without understanding “the reason behind the rule” performance will suffer. There can’t be a rule for every possible situation, that’s why understanding the underlying purpose is important.
Once you have outlined specific and clear expectations, make sure the behavior is validating the conversation. Check in periodically. Reward positive behaviors. Reference the expectations. Manage the expectations. And enjoy the results!
