Have you ever walked into a workplace where everyone seems to know exactly what they’re doing?
Where the energy and employee engagement is high, and people are genuinely excited to be there?
It’s a beautiful thing.
As a leader, I’ve learned that the secret to creating this kind of thriving workplace isn’t magic. It’s all about setting the right expectations.
That’s why I’m excited to share these examples of employee expectations with you. Each one is a building block for a workplace where people can grow, achieve, and find purpose in their work.
So, are you ready to create a workplace that hums with energy, purpose, and productivity?
Let’s explore these expectations together.
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Individual Employee Expectations
When I think about what I expect from each person on my team, a few key things come to mind.
These aren’t just rules to follow. They’re ways for each person to grow and make a real difference.
Personal Responsibility
I look for employees who take ownership of their work. This isn’t about being perfect. It’s about being accountable.
Here’s what I mean:
- Meet deadlines without constant reminders.
- Ask for help when they need it. It’s okay not to know everything. Asking shows strength, not weakness.
- Own up to mistakes and learn from them. We all mess up sometimes. What matters is how we bounce back.
This also means you as a leader can’t go too hard on your employees for making mistakes.
That’s how we encourage accountability.
Skill Development
I expect each person to keep growing. This doesn’t mean you have to become an expert overnight. It’s about steady progress.
Here are some ways to do this:
- Learn new software. Technology changes fast. Staying current helps you and the team.
- Improve communication skills. Clear communication makes everything easier.
- Stay up-to-date in your field. What’s new in your area? What can you share with the team?
Think about what skills would make work easier or more enjoyable. That’s where employees should focus.
Initiative
I love it when employees take the lead. This doesn’t mean you have to run every project. It’s about seeing opportunities and acting on them. Here’s what this might look like:
- Suggest new ideas. Your perspective is unique and valuable.
- Volunteer for projects. This shows you’re eager to contribute and learn.
- Solve problems without being asked. If you see an issue, don’t wait for someone else to fix it.
Taking initiative isn’t about employees doing everything themselves. It’s about being proactive and making a difference where they can.
Team Expectations
Now, when I think about my team as a whole, my expectations shift a bit. It’s not just about individual success anymore. It’s about how we work together.
Collaboration
I expect my team to work well together. This isn’t always easy, but it’s so important. Here’s what good collaboration looks like:
- Share information freely. Knowledge is power, and it grows when we share it.
- Support each other’s work. Your success is the team’s success, and vice versa.
- Resolve conflicts professionally. Disagreements happen. It’s how we handle them that matters.
Remember, collaboration isn’t about losing individuality. It’s about combining our strengths to achieve more.
Shared Goals
As a team, we need to be on the same page. This doesn’t mean we all think alike. It means we’re all working towards the same big picture. Here’s what this involves:
- Understand our common purpose. Why are we here? What are we trying to achieve?
- Work towards the same objectives. How does your work contribute to our larger goals?
- Celebrate shared successes. When the team wins, we all win.
Having shared goals doesn’t mean forgetting your personal goals. It’s about aligning them with the team’s direction.
Collective Problem-Solving
When challenges arise, I expect my team to tackle them together. This isn’t about finding someone to blame. It’s about finding solutions. Here’s how we do this:
- Brainstorm solutions as a group. More minds mean more ideas.
- Use everyone’s strengths. We all have something unique to offer.
- Implement solutions as a united front. Once we decide on a plan, we all get behind it.
Collective problem-solving isn’t about individuals losing their voice. It’s about amplifying it through teamwork.
How Individual Expectations for Employees Shape Team Expectations
I’ve noticed that individual expectations have a big impact on team expectations.
Here’s how:
When each person takes responsibility, the whole team becomes more reliable. If everyone meets their deadlines, the team can hit its goals on time.
As individuals grow their skills, the team gets stronger. A team member who learns a new software can teach others, making everyone more efficient.
When one person shows initiative, it can inspire the whole group. If someone suggests a great idea, it might turn into a team project that everyone gets excited about.
Personal growth leads to better teamwork. As people improve their communication skills, they collaborate more effectively with their colleagues.
Remember, every team is made up of individuals. By setting clear expectations for each person, you’re laying the groundwork for a high-performing team and a better work environment.
Setting the Right Expectations: Factors to Consider
As a leader, I’ve learned that setting expectations isn’t a one-size-fits-all process. We need to think about each person’s unique situation and the company culture as a whole. Let’s look at some key factors I always consider when setting expectations for my team members.
Experience Level
When I’m setting expectations, I always think about how much experience someone has. Here’s why it matters:
For newcomers, I set expectations that focus on learning and growth. I allow for mistakes and questions, and include regular check-ins and support.
For seasoned pros, I might expect more independence in their work. I often ask them to lead complex projects and mentor less experienced colleagues.
Position Level
The role someone has in the organization also shapes my expectations. Here’s how:
For entry-level positions, I usually focus on mastering basic skills. I also want them to understand company processes and develop professional habits.
When setting expectations for managers, I look for strategic thinking and planning. I also expect team leadership and development, and a broader understanding of company goals.
Individual Strengths and Weaknesses
Everyone has their own set of strengths and areas for improvement. I always try to build on what people are already good at. I also set goals that help them grow in weaker areas.
Personal Goals and Aspirations
I believe that work should help people grow. When setting expectations, I consider what skills they want to develop. I also think about where they see their career going and how their personal goals align with team needs.
Workload and Resources
It’s important to be realistic. I always think about how much is already on someone’s plate. I consider what tools and support they have access to, and whether they need additional resources to meet expectations.
By considering these factors, you’ll create expectations that are fair, achievable, and motivating. What other factors do you think are important when setting expectations? There’s no one right answer, it’s all about finding what works best for you and your team.
How to Communicate Your Expectations Clearly
We’ve learned that clear expectations are the foundation of a strong team. Let’s talk about how you can effectively share your expectations with your employees.
Be Direct and Specific
Don’t beat around the bush. Tell your team exactly what you need from them.
I’ve found that vague instructions lead to confusion. Instead, be clear about what success looks like. For example, don’t just say “improve customer service.” Say “respond to all customer emails within 24 hours.”
Put It in Writing
Verbal instructions can be forgotten. Written ones stick around.
After team meetings, I always send a follow-up email summarizing what we discussed and outlining next steps. This way, everyone has a reference point.
Use Examples
Sometimes, showing is better than telling.
I like to share examples of great work. It gives my team a concrete idea of what I’m looking for. You could say, “Remember John’s presentation last month? That’s the level of detail I want to see.”
Encourage Questions
Your team can’t meet expectations they don’t understand.
I always end discussions by asking, “What questions do you have?” It opens the door for clarification. Sometimes, the best insights come from these Q&A sessions.
Set Regular Check-ins
Expectations can change. Keep your team in the loop.
I schedule brief weekly check-ins with my team, both formal and informal. We discuss progress and any shifts in priorities. It keeps everyone aligned and focused.
Lead by Example
Your actions speak louder than words.
If you expect punctuality, be on time yourself. If you want open communication, share information freely. Your team will follow your lead.
Clear expectations lead to better results. It’s that simple. So, start communicating clearly today. Your team will thank you for it.
When to Communicate Employee Expectations
Knowing when to talk about expectations is just as important as knowing what to say. Here’s my take on the best times to have these conversations:
During the Hiring Process
Start early. This can be as early as the job description when advertising a job.
I like to also incorporate it in when I interview candidates. This helps them decide if they’re a good fit for your team.
Not only are you interviewing them for the position, but they are interviewing you to see if your company is right for them.
On the First Day
Don’t overwhelm new hires, but do give them a clear picture. During their onboarding process is perfect for going over the main expectations.
I like to sit down with new team members and chat about what success looks like in their role. It helps them feel prepared and excited.
During Regular Check-ins
Expectations can change over time. That’s why I bring them up during our one-on-one meetings.
These chats are great for making sure we’re on the same page. It’s also a chance for my team to ask questions or share concerns.
When Starting New Projects
Every project is different. Before we dive in, I make sure everyone knows what’s expected of them.
This prevents confusion and helps the project run smoothly. Plus, it gives my team a chance to speak up if they need extra support.
During Performance Reviews
This one’s obvious, but it’s worth mentioning. Performance reviews are the perfect time to revisit expectations.
I use this time to celebrate when expectations are met and to have honest talks when they’re not. It’s all about growth and improvement.
When Things Change
Sometimes, expectations shift due to new goals or challenges. When this happens, I communicate quickly and clearly.
I believe in keeping my team in the loop. It helps them adapt and feel secure, even when things are changing.
When Someone Asks
If a team member asks about expectations, that’s a golden opportunity. It shows they care about doing a good job.
I always make time for these conversations. They often lead to great insights and stronger working relationships.
Remember, talking about expectations isn’t a one-time thing. It’s an ongoing conversation. By keeping these chats open and honest, you’re setting your team up for success.
Why Employee Expectations Belong in Your Employee Handbook
I’ve seen firsthand how this simple step can make a big difference in the workplace.
Having expectations in writing leaves no room for confusion. When I put them in the handbook, everyone can refer to the same source.
This means less misunderstanding and more time spent on actual work. It’s a win-win for managers and employees alike.
The handbook acts as a handy reminder for everyone.
I encourage my team to check the handbook when they’re unsure about something. It saves time and prevents unnecessary questions.
By including expectations in your handbook, you’re setting your team up for success. It’s a simple step that can make a big impact on your workplace.
Conclusion
We’ve covered a lot of ground with these examples of employee expectations. But remember, these are just starting points. The real magic happens when you take these ideas and make them your own.
I encourage you to think about your unique team and workplace. Which of these expectations resonate with you? How can you adapt them to fit your needs?
Setting clear expectations isn’t a one-time thing. It’s an ongoing conversation between you and your team. Keep talking, keep listening, and keep adjusting as you go.
Remember, every great workplace starts with a leader who cares enough to set clear employee expectations. You can be that leader. Your team is waiting. Are you ready to start?
