According to the Practical Guide to Human Resources Management, when you manage a team, deal with a conflict situation or even conduct a performance review, proper relationship management of your employees involves getting your employees to express their expectations.
Expectations are a measurement of an employee's individual success.
Basically, job descriptions or explanations don't drive decisions and actions – expectations do.
That's why you need to manage expectations well.
When you manage expectations, you need to:
Let's take a closer look at each of these steps.
Here's how to manage expectations and improve your employee's performance
Step #1: Set expectations
Expectations are based on past experiences or insights gained from others or events – whether rational, valid or not, says the Guide.
Step #2: Monitor expectations
You must manage the expectation by listening to the employee who expressed the expectation in the first place.
Step #3: Influence expectations
Once you've identified expectations, you can then influence (or manage)'expectations.
If employees don't understand that their expectations are irrational or invalid, you need to educate them and give them a lot more information.
The bottom line: 'Managed expectations drive your success. Everything else is secondary,' says the Consulting Academy.
If you follow these three steps, you'll be sure to manage expectations and improve employee performance.