They say that employees vote with their feet. Research tells us a high percentage of employees leave companies because they have a problem with their direct supervisor or boss.
And, if you ask employees, one of these key frustrations is a lack of clear job expectations. Imagine assembling a toy for your kids without the diagram/instructions. Or putting together a 1000-piece jigsaw puzzle without a picture on the cover to guide you! Some employees feel exactly like that.
So, how do we make sure an employee knows the job expectations? A list of questions below, for supervisors to consider:
- Does my employee know the tasks that must be finished, and by when?
- Does my employee know the approximate time and effort it should take to complete each task?
- Have my employees been trained on how to accomplish their tasks?
- Do employees know which tools and resources they should use to accomplish their job?
- Do staff receive individual recognition (positive or constructive negative) on a regular basis (that is, at least weekly)?
- Do employees have the opportunity to correct their mistakes and learn from them?
- Do I review my staff’s workload periodically and ensure that the right training, resources and corrective action are available to help make my employees successful?
The above questions are easy to ask – but take work and effort to make a reality.
The payoff for clear expectations? Strong employee loyalty and results-oriented focus in your department. The results – and business savings – will flow from that!
