Let’s talk about managing your employee's expectations, it’s about being honest right from the very start of all employment relationships and to continue communicating throughout their employment journey with you. In fact, even before you have hired someone you should be honest in their interview.
At this stage it might be tempting to embellish the truth a little in order to attract the best talent. But telling the truth from the outset is absolutely vital to building trust and strong working relationships with your people. If you stretch the truth, for example, by leading them to believe they will receive a bonus after a certain period, when in reality you cannot guarantee this, you are setting this working relationship up to fail. This can be very costly to your business
Clear expectations
The best leaders and managers set clear expectations. Clarity is the pathway to solid results, if individual goals aren’t clear and well defined, then how can you realistically expect employees to achieve them? If you are about to embark on your end of year performance reviews, this is a great opportunity for you as a leader to give some energising feedback and manage their expectations.
It is also a great opportunity to discuss with them what the company’s strategic objectives and goals are for the coming year. It gives your employees the opportunity to see the business strategy, and to put it in to context with exactly where they fit in with this.
Communication
When you are onboarding new members of the team, always clearly communicate your company’s values. From the outset you will then be instilling the values and culture of your company.
Communication is an ongoing process, so regularly communicate and provide feedback to your staff. Especially when there are changes to either: an individual’s circumstances; within the company or the industry as a whole. Give people support and the opportunity to adjust their expectations, it often just takes a little time for people to process change.
Honesty and transparency
Always be honest and transparent, even when the news isn’t good, and do what you say you’ll do. Remember to keep people updated if anything does change. In the long term people will appreciate your honesty and openness, and you will gain their trust and respect.
Appreciation and feedback
Show your appreciation, honestly and regularly and make sure you provide constructive feedback with this. If you don’t, people may feel blind sided when they receive criticism or less positive feedback.
Feedback shouldn’t be a one-way thing from managers to employees. Ask for their opinions, ideas and feedback. This goes a long way in developing good working relationships within the company, if your people feel their views are both heard and valued.
Career path
Develop clear career paths and revisit them throughout the year. Offer guidance in how they can continue on their career path. You may need to readjust them if things change, either within the company or if their own personal goals have altered in any way.
Realign expectations
Sometimes people may have unrealistic expectations of your organisation. This doesn’t mean you have to part ways. If you’ve spent the time hiring them then you need to put the effort in to realigning their expectations. You can start by identifying the gap in expectations and clarifying with the employee what their thoughts are. Take the time to then explain why things are the way they are, and be open to examining whether some things could be changed, or discuss with them if they can’t. At the very least you are demonstrating that they are being heard and they are valued.
Lead by example
There is no better way to set expectations than by demonstrating them yourself. Without solid foundations and management, that are supported by clear and consistent communication, it is easy for the people of an organisation to become disconnected from the company’s strategic objectives, values and culture.