How to Manage Your Employees’ Expectations

Manage Employees

Running a company is about give and take. There’s a contract between the employer and the employee that they’ll give you their time and effort in exchange for compensation. But you’re also stating that you’ll give them the tools, support, and environment to help them succeed in their work.

Companies that score highly on employee engagement also see a productivity boost of over 20% compared to the competition. 

Managing employee expectations is crucial to keeping job satisfaction high and retaining the best staff. This starts at the interview stage but continues throughout the employee’s complete working life with your company.

What do employees expect from a company?

Joining a company isn’t just about monetary compensation. Employees expect to be offered opportunities to learn and develop. They want to work in an organizational culture that allows them to perform at their best. They want an environment that’s inclusive and diverse and to build relationships that feel meaningful.

One of the most important expectations of an employee is for them to be able to maintain a work-life balance. The amount of time off and hour flexibility varies massively by country and industry, but it’s a core expectation you’ll be tasked to meet.

And employees like to feel they are personally progressing at their work. Staff should be given opportunities to learn and grow, and there should be a clear path for career progression through your company. Otherwise, excellent employees will be forced to look elsewhere when they feel their experience and skills have outgrown their current position.

Expectations start at the recruitment level

Your job postings must be honest and include important information from the beginning. Waiting till the selection process is over before discussing compensation levels can be a waste of energy for all involved. Avoiding talking about the challenges of working at your company will just lead to disenchanted workers who felt they were duped into signing up for something you didn’t represent.

Ask your current employees about your job postings and recruitment process to see if they think the real experience of the position were accurately portrayed to them.

Managing expectations through the training process

Just as important is the initial onboarding of employees. Here, you set the tone for the company and let everyone know what is expected from them.

By accurately communicating how important it is for specific tasks to be completed in certain ways, you’re not only showing the employee what you expect from them but also expressing how important their role is to the company.

Managing ongoing expectations

Being transparent with employees is key to keeping everyone on board. When challenging times strike, such as when redundancies are on the cards, it’s best to get ahead of the news so everyone isn’t blindsided by them, damaging trust and credibility.

Make sure there’s a career path for employees to follow and assist them to grow and achieve their best. Adapt your company’s culture to include everyone, so that every employee feels invested in the growth of the business. And always follow through on the promises you make, so employees know they can trust you to help them get to where they want to be.

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