You will be ready to build clear expectations if you are able to clearly articulate them verbally and in writing.
Consider where the gaps are. Create a checklist to ensure that they are clear to you.
Having clear expectations is one side of the coin. Understanding the bigger picture, the context and intention, will make it easier for people to commit and follow.
It is possible that expectations may still not be clear or may be incomplete.
Invite them to a meeting to discuss your expectations. It will ensure that you are on the same page to promote success.
As a leader you have expectations of what they need to know. Similarly, they will have expectations of you. This needs to be discussed honestly and openly so that both of you understand what is expected of each other.
Once the expectations of both parties are understood, it is important to write them down.
It is not a legal document, but we all know that we cannot rely on memory alone.
Once you have them written down, both parties need to read them to ensure that they are understood and that they agree.
When working closely together with multiple people on multiple tasks, it’s important to keep track of your time and that of the others working with you.
The object of setting expectations is to ensure employees feel connected, empowered and inspired to perform at their peak.
Engage them with the organizational mission, priorities and goals. Then get their feedback and support for the “what” and the “how” to accomplish those.
Performance expectations should be measured by the company and communicated by management in order to move toward a specific company goal.
For each new person joining, set specific and clear employee and performance expectations to encourage accountability.