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POPin Blog

What to Expect When You’re Expected

We all have to answer to someone, be it a customer, client, manager or chairman of the board. And no matter how large or small your organization, there’s always a chain of command and your job is to make that person satisfied, happy and downright heroic. Easy, right? Well, unless your “person” comes with a full set of instructions and you come to the table with mind reading capabilities, it’s not easy at all. In fact, we think that it’s probably the most challenging component for most people – understanding your “person’s” expectations. And that prove to be a major problem, because if people (i.e., employees) don’t have a handle on expectations, they can’t be engaged or successful in the workplace. And it’s not just us who see this as an issue today. A recent report issued in October by Gallup surveyed 1,000 employed adults and found that only about half of employees surveyed have a clear understanding of what is expected of them at work, with only 40 percent saying they feel their manager supports them in setting work priorities. We think it’s about time to tell your employees exactly what they need to know about workplace expectations and everything in between. And given that we’re nearing the start of a brand new year (hello 2016), this is the perfect time to document very clear and very quantifiable expectations. Because knowing what to expect when you’re expected, mean:
  • Employees who need less supervision because they understand and are committed to not only achieving important goals but exceeding them
  • Greater alignment throughout the organization
  • Fewer performance problems
  • Increased employee engagement
  • Increased productivity because employees are internally motivated
  1. Set Goals Yes, stating the obvious. But you’ve gotta have a good handle on the company goals (revenue, customers, product releases, etc) and make sure they align with each team and individual. Be clear, specific, and unambiguous about what you expect, even if it means being detailed to the nth degree. For example, your marketers are expected to own a percentage of the lead revenue tied to historical data. It can’t be a guessing game.
  1. Stay Engaged Feedback is one of the best ways to ensure continued improvement, upward progress, and ultimately, better performance. Check in monthly or quarterly, track progress and correct as needed. Remember, no one is a mind reader. As a leader, if you want something done and want it done a certain way, then by all means say so. Strive for open and honest communication where you seek and accept feedback (insert a PoPin session here!). It will go a long way in establishing trust with your team.