Expectations accompany expense. If you or I pay for something, there are expectations. If we incur an expense for a cheeseburger, shirt, car or house, we have expectations. A paycheck is an expense. There are expectations that accompany this expense.
The expectations of an employer must be written, clear and should be covered regularly. If the only time expectations and results are covered is an annual review, you have no expectations.
In fact, one of the best ways to measure the performance of your leadership team is to look at the number of written improvement plans or accolades in the past 60-90 days. If the number is between low and zero, no improvement exists. You cannot afford to have leadership just report to work, distribute tasks, handle problems, go home and repeat tomorrow. They MUST strive for improvement.
Leaders must have the tools to address poor performers, acknowledge high performers, document these discussions AND be held accountable for doing so. There must me a consequence of employees not meeting the clear expectations of an employer at all levels.
Employees have expectations also. When they invest their time, they have expectations of being treated fairly and as a valuable member of the team. A great test of this is asking your employees if they believe their manager is “for them”, “against them” or “for themselves”.
Good customers and employees don’t leave bad companies, they leave bad leadership. If a company constantly has employees transfer, resign or retire as a result of their treatment, leadership has failed. There is an extreme consequence to an employer or individual leader when continuously not meeting employee expectations. It is called turnover. This video gives a great visual of the cost of turnover.
What are your expectations and are they being met?