Why you need to set clear expectations for your team
Why you need to set clear expectations for your team
5 minutes
When someone asks you to do something, the first question is usually: What do I do? You want to know what needs to be done and what your role will be. Expectations must be set and made clear to make sure that everyone is on the right track. This is especially true for teams and organisations.
However, according to a 2022 Gallup Study, almost half of employees don’t know what is expected of them. And this has a huge effect on employee engagement and satisfaction. In fact, the study says: “The engagement elements that declined the most from early 2021 to 2022 were employees’ level of agreement that they have clear expectations, the right materials and equipment, the opportunity to do what they do best every day, and a connection to the mission or purpose of their organisation.”
The study identified 12 elements of employee engagement, but setting clear expectations is the most foundational one.
Clear expectations are the guiding lights that illuminate the path toward success. When goals and objectives are defined with precision, employees gain a comprehensive understanding of their roles and responsibilities. This clarity not only reduces the likelihood of misunderstandings but also aligns individual efforts with organizational objectives, creating smoother collaborations and better performance.
Setting clear expectations also improves communication within and outside the team. Establishing a framework that outlines tasks and objectives facilitates open dialogue among team members. This open communication fosters collaboration, minimizes confusion, and allows employees to seek help or clarification when needed.
There are three main types of expectations required in a professional setting and they are the following:
Consider these to be the rules of engagement. But let’s not get these confused with basic values that are just permission to play, such as integrity and honesty. These are a baseline of behaviour wherever you are in life – You don’t need to set these!
A good place to start with team behaviour is communication!
As a team, agree on how to communicate and how often. Research shows that remote teams or flexible working teams become more efficient and satisfied when managers set expectations for the frequency, means, and ideal timing of communication for their teams. For example, use Zoom or video chat for daily check-in meetings, but use texts or Teams Chats when something is urgent.
Secondly, choose a timeframe for responses. Is the expectation that you want a response within the business day. Or what about out of hours? It may be appropriate to respond to emails late at night if that works for you and your family. But would this lead to your team making an assumption that you also expect this of them?
Most employees become part of a team at some point in their careers. Team expectations are just like employee behaviour expectations, except that it requires every member to be accountable for their actions and, in turn, hold their teammates accountable.
It is important to differentiate team expectations from team goals. Goals are typically tasks that demand completion, while team expectations relate to the behaviours exhibited during the accomplishment of these tasks.
Establishing clear team expectations is vital for fostering productivity and cohesion within the group. Showing respect and courtesy, being sensitive to everyone’s needs and concerns, and being accountable for one’s work are typical examples of team expectations.
We have all experienced our expectations not being met because they were never voiced clearly. It is really important to be clear about defining the outcomes you need from a team member!
In the words of Brene Brown, “Why not ‘paint’ what done might look like”? Tell your team members what complete looks like.
Help your team clearly understand what you need them to deliver, the key points required, and the delivery time frame. This simple tweak to a standard request will make you a more effective leader and set your team members up for success.
A complete painting creates a space for input from all parties involved in a task. It also clarifies expectations and intentions and provides a whole lot of valuable colour and context to help set someone up for success.
As leaders, we usually think that our team already understands what we expect or want. Or we expect them to ask for that level of context if they don’t know it. But creating a culture where these expectations proactively and openly shared makes everything a lot easier for everyone.
Setting clear expectations is a foundational step in building accountability within individuals and teams. When expectations are well-defined, individuals have a clear understanding of what is required of them, and accountability becomes a natural byproduct. When responsibilities are well-communicated, there is little room for confusion, and individuals can take ownership of their assigned duties.
When everyone understands the overarching mission and the role they play in achieving it, it establishes a sense of purpose, encouraging each team member to hold themselves accountable for contributing to the broader goals.
Knowing what is expected of each team member facilitates constructive feedback. Regular check-ins and performance evaluations can be based on how well individuals are meeting expectations. Feedback, whether positive or constructive, reinforces accountability by acknowledging achievements and addressing areas for improvement.
