Learn more about teamwork with this collection
Conflict resolution
Motivating and inspiring others
Delegation
An good approach for employees to best meet expectations is to focus on “what” your desired outcome or vision is. It allows employees to feel more invested in the process toward completion.
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MORE IDEAS ON THIS
To build buy-in from your employees, you need to be clear and specific. Ask clarification questions, check for understanding and encourage an open and honest discussion.
When employees know what’s expected, they don’t waste time or energy. Instead, they maximize their time and skills.
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An effective leader communicates early and often.
Don't assume that your team understands your expectations. Instead, proactively communicate your expectations. Empower them to make decisions without ambiguity.
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Ask how employees will hold themselves accountable.
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Expectations go both ways. Describe the outcome you want to create for you and your employees by identifying expectations.
State your expectations and desired outcome, then invite them to share their expectations and how they’ll affect those same outcomes.
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You cannot delegate accountability.
When they say yes, then they have understood and agreed to take accountability to meet those outcomes.
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S.M.A.R.T. — Specific, Measurable, Attainable, Realistic and Time-Based.
Ensure employees know why the goals are in place and what happens when they are or are not met.
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Clarify your expectations and communicate them simply. Then, check that your employees understand your expectations and are able to meet them.
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The right way to set expectations is to sit down with your employees and discuss everyone’s needs and expectations. Then come to a mutually agreed solution.
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There are core values that apply to everyone and everything. They need to be set clearly and early.
Then there are personal expectations that are unique to the employee. They need to be set in partnership with the employee. It should be set in a way that meets their goals.
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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.
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CURATED FROM
IDEAS CURATED BY
"The pessimist complains about the wind. The optimist expects it to change. The leader adjusts the sails.”- John Maxwell
Related collections
Other curated ideas on this topic:
It is better to focus on the process rather than the outcome. When you focus on the outcome, you slow your growth.
Commit to consistent practice. Focus on the process of getting better every single day.
An effective meeting serves a useful purpose. This means that in it, you achieve a desired outcome.
For a meeting to meet this outcome, or objective, you have to be clear about what it is.
If you usually seek approval, focus on improving processes, rather than achieving a particular outcome.
When you focus your energy on one singular result (getting a promotion or raise for example) you attach your self-worth to external standards—which may be outside of your control.
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