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Instead of just asking people to complete a specific report, for example, share with them what that report will accomplish on a larger scale how it will contribute in conjunction with the work of the rest of the team, and how will it positively impact the organization in a wider sense. People will be far more willing and motivated to complete what’s expected of them if they can relate it to something with meaning. If, for example, they should be checking in or addressing queries with their team lead, or with you as a manager directly. Don’t be ambiguous when it comes to what you’re asking of people, make things clear from the offset and ensure people know what to do if they have issues or questions. Solidify your expectationsĪs you assign a task, make it clear that you need a high standard of work completed and a time-frame in which it must be done.
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With these key points in mind, we’ve put together the ultimate guide to ensuring you communicate your expectations to your team in the best way possible. The best managers will have an individual relationship with each team member that allows for them to have an open, ongoing conversation. Having regular conversations ensures everyone’s on the same page and allows for less confusion or miscommunication. It also means your team will have more autonomy over their work something most modern employees are looking for. Having an ongoing process in place ensures your team know what’s expected of them and keeps you aware of progress.
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Regardless of how things are going, communicate your expectations consistently. How you assign things to people is equally important as the thing you’re assigning: tailoring how you communicate with different people has a huge impact. After this, it all comes down to communication: the ability to lay down exactly what you want and need, and make sure your team can align with it. To communicate your expectations clearly, you must know what you want from people and set them realistic, reasonable tasks and deadlines. One study found that businesses with good communication practices were more likely to have lower than average turnover, so it really makes a difference to employees and how they feel about their work. If managers are unclear in communicating how things should be done, it can lead to employees being confused, unmotivated and disengaged. These numbers are alarming given how important it is to both set up expectations in the first place, and provide feedback based on previous performance in order to help people improve their future work. Research found that a surprising 69% of managers reported being uncomfortable communicating with their employees, with 37% of those also expressing discomfort giving direct feedback about people’s performance in case of a negative response. If expectations aren’t communicated clearly, it can be detrimental to the success of your team.