Let’s talk about expectations…

We’ve all been there in one context or another when we feel let down, disappointed or frustrated when someone fails to meet our expectations.  This is equally true of workplace relationships and is often when relationships turn sour.  Ensuring clear expectations from the outset of the relationship helps to keep communication lines open and reduces the chances of miss-hires, frustrations, and potentially losing key staff members.

Before we get into this though, it is important to recognise that this is something that goes both ways.  It is not only important for the employer to be clear what they require from the employee, but also for the employee to be given a chance to share what their expectations are so you can work out before they even start what a harmonious and thriving workplace would look like to them.

What does this look like in practice?

Recruitment

The first step is to have a clear job description before you start your recruitment campaign, as well as clarity of hours, any flexible work options, restrictions on leave and most importantly, what your genuine business values are.  In doing so, consider what your non-negotiables are versus what you might be able to flex on for the ideal candidate.

These should be shared with candidates at the earliest possible opportunity – if these expectations don’t align with what they need then it’s probably not worth the time and cost to you of proceeding their application.  It also can really put candidates noses out of line if they have made time to come to an interview only to find out the job isn’t what they expected.

In the interview process, find out what they want out of an employer.  Do they have any personal aspirations?  Can you support these?  Holidays booked (or in the pipeline)?  What does the perfect job look like to them?  Again, if you can meet these expectations, great.  If not, better to be clear at this point.  E.g. if they need to have time off in the school holidays, but you cannot offer this as it’s your peak season – be clear about this.  Even if they seem like the perfect candidate, if you are going to lose them anyway due to this, it’s only a cost to your business if you need to hire again 6 months down the line.

Current Employees

Use your employment agreement and, to a greater extent, clear policies and procedures to outline what you require on a day to day basis and how it should be done.  This allows you to ensure that you are impartial in communicating fair expectations to all. 

Review job descriptions regularly with employees, this ensures that they remain up to date with what the current business requirements are, as well as with any progression the employee is making.  This is further enhanced by including measurables and competencies in their job descriptions and reviews, so that you are clearly communicating what “good” looks like.

What if Expectations are not being met?

It’s best to address any gap in expectations as early as possible.  Yes, it can feel awkward but generally the longer it is left the more difficult it is to address.  When left unaddressed, it can create a perception is that in fact they are meeting your expectations.   In addressing issues, use the documentation, prior conversations, and business values to guide the conversation.  And critically, give your employee a chance to share any barriers they may be experiencing to achieving these.  A bit of humility goes a long way – if there an expectation you are not meeting (and have committed to) then lead by example, eat humble pie, rectify it and hopefully they will follow suit.

Please feel free to reach out to the team if you are needing help with navigating expectations.