As a manager, you must let your team members know exactly what you accept by setting clear expectations and boundaries. Doing so will help maximize productivity, complete projects accurately and on time, and allow the business to thrive. However, setting clear expectations is not as simple as it sounds, as there are “right” and “wrong” ways to do so. 

What Are Employee Expectations?

Employee expectations mean what a manager and the company expect from an individual employee. This can include their performance, behavior, and work outcomes set by the management team. These expectations can be defined formally in the form of a handbook or shared informally during discussions and meetings. 

How To Be Clear About What You Accept?

With a little bit of intention, managers can use the following tips to set employee expectations, thereby letting them know what is acceptable. 

Set Expectations Early and Regularly 

When you hire an employee for a position, you establish certain expectations. Even if it is not intentional, the job description can act as a guide for performance hopes. Take advantage of this opportunity to start setting expectations, as doing so will eliminate any room for errors. Continue to reinforce these expectations during the onboarding process and periodically throughout.

Be Realistic and Not Too Rigid

Employees are humans, so avoid setting unrealistic expectations like working for long hours, for instance. There may be times when additional work is required, but it shouldn’t become a habit. If your expectations are unrealistic, your team members will not only feel disrespected but also exploited, which may result in burnout. 

Moreover, don’t be too rigid; allow some wiggle room in what you accept and what you reject. If an employee fails to meet a deadline, give them the benefit of the doubt rather than taking extreme disciplinary action immediately. On the other hand, don’t be too forgiving, or your team members may take your kindness for granted and become complacent. 

Use the SMART Technique 

SMART stands for specific, measurable, attainable, relevant, and time-bound. SMART goals can help you effectively set team goals, so before you communicate your employees’ expectations, make sure they check all of these boxes. If not, then you must reevaluate your goals. 

When your expectations are ambiguous, you will confuse your employees about what is acceptable and what is not. This may impact their motivation, making them feel less productive and satisfied at work. As a leader, that’s the last you want to do. 

Measure Employee Performance 

There’s no point in setting expectations and boundaries when you cannot review their success. Yearly performance reviews are an effective way of achieving this and are common in most organizations. 

Additionally, managers should provide feedback and assess performance more often to maintain clear expectations. For instance, if you are in charge of a few employees, conducting one-on-one meetings with them each week would be beneficial. Use these meetings to discuss expectations and whether or not they’re being met. 

Summing Up

Setting clear boundaries and expectations is an excellent way to let your subordinates and peers know what you accept. Maintain a middle ground, or you may end up affecting employee productivity.