When Expectations Are Not Clear!

Introduction

There were two incidents, which inspired me to write this write-up, "When Expectations are not clear". Sometime back, I had this interaction with a CEO of one of the most famous company in Bangalore, in his words, "it is impossible to give clear-cut job responsibilities and job specifications to an employee". Second incident was an e-mail from one of my friend from Noida, stating, "Sanjeev, I expected a lot from you but you failed". Well, having expectations are important and equally important is to communicate it properly.

Why Expectations?

Before I start expecting anything from others, I must be clear as what I am expecting from myself. Those, who have no expectations from themselves, have no right to expect anything from others. So, just ask your self:

- What are your expectations from yourself?

- Where do you see yourself in next 5-7 yrs?

- How you wish to be remembered by your family members, your friends, your sub-ordinates and your colleagues?

Expectations in Relations

Imagine, if you don't know, what are the expectations of:

- Your parents
- Your Children
- Your gurus/teachers/faculties
- Your Students
- Your Spouse

Your Friends, family members and people around you Don't presume things? Don't think that everybody knows everything? If there are no expectations, there will be no challenge, no passion, no motivation, nothing. That is where, I mentioned, that "Silence is a crime"

Expectations in Profession/work-place

- How often do you appraise your employees/team-members?
- What are your expectations from your employees/team-members?
- What are the parameters to measure their performance?
- Have you communicated to them?
- What will be the consequences, if they fail?
- What will be the rewards, if they exceed the expected level?

If you are not having any expectations, how you are going to appraise, your employees? Yes, you are going to be biased, because you don't have set standards. The role of a CEO, HR Manager is like a director of a movie; choreographer of a stage show, where there is a defined role for each character, each participant.

Setting expectations initiates the process. Managers need to sit down with each employee and clearly define what's expected of them. management consultant, Kenneth Philips, states that when expectations are not clear, employees may not be in sync with their job's current demands and priorities. Setting expectations is not a once and done activity. Jobs change.

Priorities change. Resources change. Managers need to revise and set new expectations throughout the year. Setting expectations revolves around the following three areas:

1. Key job responsibilities
2. Performance factors and standards
3. goals

Why is a setting expectation important? Quite simply, this process can be the cornerstone of improving the motivational climate within your sphere of responsibility. If your employees know what is expected of them, it allows them to focus on results and to monitor themselves against the set standards. Environments in which expectations are not clear, or change from week to week, seldom create high-performing work groups.

Three Principles that Drive Expectations

The three principles that should drive expectations are clarity, relevance, and simplicity.

1. Clarity

Expectations should focus on outcomes, not activities. In other words, you achieve clarity when you identify the expected results rather than the method for achieving them. Managers often make the mistake of attempting to direct the process that an employee will use rather than being clear about results. The advantage of identifying the outcome is that you, the manager, focus only on the goal; after all, the employee will develop the method for achieving the desired results.

Defining the objective often requires some thought on the part of the manager because it is easy to fall into the "activities trap." While developing a strategic plan for a department or division is a worthy activity, it does not represent an outcome. In the activities trap, developing a plan is the goal, rather than increasing your market share.

2. Relevance

The principle o