“My people aren’t meeting expectations!”
A common frustration I hear from business owners. My reply is often, “Do they understand the expectations?” Employees are not mind readers. Even more so, very often we, ourselves, are not even clear on the expectations.
How do we fix this?
First, be clear about what the expectations are. What are the outcomes a person occupying a position is responsible for achieving and why? How do those align with their job description, training and development opportunities, and even the recruitment and selection process before hiring them? Do they have the right skills and tools to execute on those expectations, and how do those expectations align with those of other related positions in the company?
Once the expectations are clear, check to make sure they’re realistic for the person and position. Are they based on real data and facts, not just opinions, about what this position needs to do and why? Is the person in the position the right person to execute these tasks and achieve these outcomes? Are they equipped with the right tools, skills, resources, and support? If not, how can you rectify that?
Once you understand the expectations and ensure proper alignment, make sure they are communicated clearly. Once communicated, reiterate those expectations and the “why” to explain their importance to bigger-picture outcomes. Reiterate the expectations frequently, and with reminders of your confidence in and available support for the employee. Be clear about when and how you want status updates and make personal notes to request those if they’re not delivered to you at the agreed-upon time.
People can’t meet expectations they don’t know exist. It’s really that simple.
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