One of the major causes of poor performance or unacceptable behaviour is a lack of clarity about what the organisation expects. Your people are unlikely to achieve excellence if you haven’t talked about what that looks like in the context of their job.
The process starts at induction by discussing what success looks like in the first 90 days and explaining your expectations. But the process is ongoing. Follow the steps below when setting expectations.
| THE STEP-BY-STEP PROCESS | CHECKLISTS AND DOCUMENTS |
|---|---|
| Introduction | |
| Step 1: What should determine the expectations we set? | |
| Step 2: Describe the job context | |
| Step 3: Describe the results expected | |
| Step 4: Is the employee clear on what is expected? | |
| Step 5: Are there any resourcing issues? | |
| Step 6: How/when will progress be measured? | |
| Step 7: Will the employee commit? | |
| Prepare for Setting Expectations conversation |