Your employees are not mind readers. So, don't keep them guessing when it comes to your expectations of them. The more clearly defined you can maintain and document your expectations, the more satisfied you will be when it comes to their execution and your working relationships. After more than 25 years of caress managing and leading people in business settings, I advise you start with a uncomplicated set of base expectations. As your business relationships and business needs continue to grow, modify the list by adding supplementary detail to support growth and change.
A clearly articulated set of worker expectations may seem like stating the sure to some people and in some cases may go without saying at all. However, you owe it to yourself and others to fill this gap with a clear comprehension leaving no room for assumption, doubt, or speculation. Should your expectations not be met in a hereafter circumstance and you already covered your expectations in an earlier communication; you now have the basis for a poignant consulation regarding the circumstance and your expectations.
The list below has brought me success in communicating clear expectations to my direct reports. My list is presented to you in a generic form, although I have customized the list to reflect specific industry, job, or project needs. I have used this list in a variety of industry and business settings along with business start-ups, turnarounds, acquisitions, and responsibility changes. I have also used these in large organizations complementing documented and sophisticated codes of conduct
Keep me informed - I would rather here about valuable data from you than from person else. I would also rather be over informed than surprised by not being informed.
Solve Problems independently - We have to be resourceful about getting things done. When faced with a business problem stop and consider your training, resources make sure you have a clear definition of the problem and generate options, alternatives, and clarification recommendations. consider your direct article as a reserved supply (but not an owner) and briefly give them the problem, your recommendation, and an choice to redirect, give you the go-ahead, or stop completely.
Build Relationships - Enter and exit every human interaction on a kindly level, get to the business level and exit the interaction on a kindly level. Take a occasion occasionally to engage in an exclusively kindly interaction intentionally leaving the business stuff out.
Deal in Facts - And avoid dealing in second or third hand information. Inference, implication, innuendo, and insinuation aren't good sufficient to base your prestige or the prestige of others upon. If you are in doubt about the authenticity of something get to the source and get clarification before you pass it along.
Follow the Open door policy - I am ready for you and you are unbelievable to give your direct article the first opportunity to support your needs, if it needs to go beyond that level for resolution, bring it to your next level direct article or to the Hr Department.
Be brief in your comments - Since we are all busy practice manufacture your point up front and then supporting it with background information.
Praise publicly and criticize secretly - It will earn and maintain you the respect of others.
Always think before you speak - Especially in emotionally expensed situations when your feelings are influencing your quality to think clearly and make decisions. Write down your belief or take off yourself temporarily from an emotional situation if necessary.
Be proactive - Consistently take the time, energy, and initiative to think ahead. Anticipate problems before they occur and consider contingencies.
Your expert amelioration - is your responsibility. I fully support work pathing, mentoring, succession administration planning, and removing any impediments to your quality to learn and grow. However, the initiative for developing your knowledge, skills, and abilities must come from you.
Look for the best in each other - Let's build a solid team upon each other's strengths, the diversity of our public backgrounds and experiences, and learn to laugh at ourselves. Self-effacing humor is a clear indication of humility, compel of character, and self-confidence.
I encourage you to distinguish yourself from your peers by using this list of expectations the next time you have an opportunity to progress your communications and working relationships with your direct reports. Invite open dialog in a give-and-take form as you cover each item on the list. Take time to reflect and catalog items that rehearse strengths and areas of opportunity. generate an operation plan of commitment with your team and set a follow-up date to impart progress. Above all else remember your employees are not mind readers. If you do, they will put away the crystal balls, tarot cards, Ouija boards, and lots of unnecessary stress.
For supplementary leadership guidance please visit Leadership Pinnacle.
Fuimano, Julie. (March 2004), Let's target and accomplish standards of excellence, Nursing Management, Mar2004, Vol. 35 Issue 3
Gorman. (October 1999), Is your society communicating effectively?, public Relations Tactics, Oct99, Vol. 6 Issue 10
Wonder, Trudy. (June/July 2004), Breaking The communication Barrier, Strategic communication Management, Vol. 8 Issue 4
clarify Your Expectations So Your Employees Can Get Rid of the Crystal Ball