23 Mar Managing expectations with your employee’s
I have been managing employee’s for over 37 years and the biggest problem I have seen is with managing expectations. The reason behind that is a failure to communicate. What happens when there is a failure to communicate? Employees become disengaged with work and then start having problems.
A 2017 Gallup report said the following:
“The American workforce has more than 100 million full-time employees. One-third of those employees are what Gallup calls engaged at work. They love their jobs and make their organization and America better every day. At the other end, 16% of employees are actively disengaged — they are miserable in the workplace and destroy what the most engaged employees build. The remaining 51% of employees are not engaged — they’re just there.
With 66% of workers not happy at work is there any surprise that managers have personnel issues?
The Gallup report also said:
Most workers, many of whom are millennials, approach a role and a company with a highly defined set of expectations. They want their work to have meaning and purpose.
Carey Business Vault has a section on expectations, and here is a cliff notes version of what is included.
When first hiring people take the time to talk about
- Your expectations for the new hire. Give them a copy of their evaluation so they know what is important. Do this before they are hired so that there are no surprises.
- Take the time to see what their expectations might be. If their expectations don’t match yours that is a time for discussion before hiring.
If you already have people that are not performing to expectations
- Look to see if your company does evaluations.
- If you don’t – Start!
- If you have been doing evaluations how honest and clear are they?
- Are people being held accountable.
It is a worthwhile investment to work with your employees until they are actively engaged. Remember – A happy employee will take the time to make satisfied customers.