Hopefully, anyone thinking back to their first job will remember a supportive manager or colleague who helped realize their potential and helped to guide them toward success in their roles. Currently, with unemployment rates at a record low, employers seek within diverse talent pools for sourcing hires at the entry-level. When they do this, good managers set high expectations that are attainable through guidance.
One of the best ways of ensuring that your employees will adapt quickly and you’ll have a high retention rate is to set clear workplace expectations. Striking a balance between high and achievable can be difficult, but the following are a few ways you can define expectations properly.
Good managers set clear, attainable expectations when onboarding new team members. When setting expectations that are clear and agreed-upon, managers articulate the aspects necessary for a successful team. Some considerations for expectations include many aspects. These high, attainable expectations include the following.
Good managers set a clear definition of what it means to be on time. They explain to new team members the procedures that are in place to communicate lateness or absence.
An aspect of expectations is the appearance required by company guidelines. This should include specificity about what a professional appearance means within a team’s context.
A good manager also explains what it means to have an attitude that is professional. The team members should understand what their expectations are regarding what their non-verbal communication says. This includes body language, tone of voice, and overall attitude.
Communication is important amongst any team. Successful managers explain the expectations for professional communication. This includes both oral and written. They explain the norms that team members are expected to follow.
Last but far from least, team members need to understand their expectations regarding productivity. The expected outcomes and deliverables should be laid out in clear terms. Good managers also explain the timeline for these expectations. They explain when additional support should be requested.
No leader is perfect, so remember to check in with your team often to figure out what is and what is not working. Don’t be afraid to use one-on-one meetings to clarify expectations for employees who are struggling.