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 – have the power to make or break an employee’s performance and the overall performance of your organization.
The goals for your employees should be measurable, realistic, attainable, and have a deadline. Employee input is critical in this step. The supervisor and the employee should take some time and write these goals down (this eliminates confusion) and then both sign the goal sheet.
Let me emphasis the importance of having the goals(s) measurable. When I say measurable this means to use objective measurements not subjective. When goals are measurable the employee and the manager know exactly when performance is meeting, exceeding, or not meeting expectations.
The desire for clear expectations is shared across generations, from millennials to traditionalists. All workers, regardless of generation or stage in their career, want to know what’s expected of them in the workplace. When a supervisor asks for employee input their 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 just find “like I did” that many times they set higher and more challenging foals that you would have expected.
After setting the goals it then becomes the manager’s responsibility to help the employees to 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 makes 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 are just not correct! Get your employees involved! The lack of your employees having measurable goals may be affecting your employees 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 so you can 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.
https://a.co/d/7TLrPuQ
