Setting expectations initiates the process. Managers need to sit down with each employee and clearly define what's expected of them. 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:
The area of "setting expectations" involves establishing goals. Goals may be set that relate to the individual's key job responsibilities and assignments outside his or her main responsibilities. When managers establish goals they need to remember the acronym SMART. Goals should have the following characteristics:
Problems occur between managers and employees when goals aren't specific, measurable, or when clear due dates aren't established. Goals should be written and reviewed periodically to make sure both manager and employee are on the same page.