By Michael W. Hill, Mobius Vendor Partners Executive Consultant, Author of Measuring to Manage
Gallup research found that only about half of all workers know what is expected of them at work.
Clear expectations – or a lack thereof – can make or break an employee’s performance and your organization’s overall performance.
The goals for your employees should be measurable, realistic, attainable, and time-bound. Employee input is critical in this step. The supervisor and the employee should take some time to write these goals down (this eliminates confusion), then both sign the goal sheet.
Let me emphasize the importance of making the goal(s) measurable. When I say “measurable,” I mean using objective measurements, not subjective ones. When goals are measurable, the employee and the manager know exactly when performance meets, exceeds, or falls short of expectations.
The desire for clear expectations is shared across generations, from millennials to traditionalists. All workers, regardless of generation or career stage, want to know what’s expected of them in the workplace. When a supervisor asks for employee input, they’re helping both the employee and the organization eliminate any confusion. Lack of clear expectations can cause anxiety and confusion with your employee. Anxious and confused employees are not high producers.
It’s tough for employees to meet performance goals when they don’t know exactly what’s expected of them. Ask the employee for input on their goals. You might find, “like I did,” that many times they set higher and more challenging goals than you would have expected.
After setting the goals, it then becomes the manager’s responsibility to help the employees achieve their goals. Managers need to set clear expectations, hold employees accountable for meeting them, and respond quickly when employees need support.
Knowing what is required of them, helping them to achieve their goals, and providing ongoing feedback make for an employee experience that produces high performers.
You probably noticed that I pointed out numerous times that you need to ask your employees for their input. Maybe a survey would help? You might be making some assumptions that aren’t correct! Get your employees involved! The lack of measurable goals for your employees may be affecting them more than you think. They may currently be so frustrated that they are looking for employment elsewhere because they do not feel that the organization is treating them fairly.
You may want our help.
At Mobius’ Employee Experience – EX Consulting Employee Experience – Mobius Vendor Partners (mobiusvp.com) – we have the software to survey your employees, enabling you to make the best decisions for your company and respond to your employees’ needs.
Contact us to get started.
Mike’s book: Measuring to Manage is available on Amazon.
