{"id":1573,"date":"2013-08-28T13:45:27","date_gmt":"2013-08-28T20:45:27","guid":{"rendered":"http:\/\/careersingovernment.com\/tools\/?p=1573"},"modified":"2013-08-28T17:38:18","modified_gmt":"2013-08-29T00:38:18","slug":"5-steps-to-improve-performance-expectations","status":"publish","type":"post","link":"https:\/\/www.careersingovernment.com\/tools\/gov-talk\/about-gov\/public-sector-trends\/5-steps-to-improve-performance-expectations\/","title":{"rendered":"5 Steps to Improve Performance Expectations"},"content":{"rendered":"<p><a href=\"https:\/\/www.careersingovernment.com\/tools\/wp-content\/uploads\/2013\/08\/performance.expectations.jpg\"><img loading=\"lazy\" decoding=\"async\" class=\"alignleft  wp-image-1575\" alt=\"performance.expectations\" src=\"https:\/\/www.careersingovernment.com\/tools\/wp-content\/uploads\/2013\/08\/performance.expectations.jpg\" width=\"360\" height=\"242\" srcset=\"https:\/\/www.careersingovernment.com\/tools\/wp-content\/uploads\/2013\/08\/performance.expectations.jpg 450w, https:\/\/www.careersingovernment.com\/tools\/wp-content\/uploads\/2013\/08\/performance.expectations-300x201.jpg 300w\" sizes=\"(max-width: 360px) 100vw, 360px\" \/><\/a>It\u2019s a common managerial dilemma.\u00a0 You ask an employee to do something that seems simple to you.\u00a0 And, what you get is not what you expected.\u00a0 For whatever reason, the employee did not complete the job to your standards.\u00a0 Usually, this frustrating experience happens when you have not made your expectations clear.\u00a0 You expected one thing and got something else.\u00a0\u00a0 Here are five tools that can help you communicate your expectations clearly the first time.<\/p>\n<p><b>Success Criteria<\/b> \u2013 Before you turn the employee loose on the task, say this to the employee: \u201cThis project\/task\/job will be successful if <span style=\"text-decoration: underline;\">(fill in the blank).<\/span>\u201d By articulating this one idea, you are able to clarify the end results you envision, which increases the likelihood that the employee will see the same end result.<\/p>\n<p><b>Completion Date<\/b> \u2013 This might sound obvious, but we often forget to share with the employee our expectation for when the job should be done.\u00a0 If you expect the task will be done by Friday or by 5:00 or by the end of the year, tell them.<\/p>\n<p><b>Interim Progress or Final Reports <\/b>\u2013 Just like with the completion date, if you expect them to check in with you at intervals throughout the task, request that up front.\u00a0 Sometimes, asking the employee to check in with you periodically can ensure that the employee doesn\u2019t go too far down the wrong path.<\/p>\n<p><b>Level Authority<\/b> \u2013 Be clear about how far the employee can go in terms of decision-making.\u00a0 Do you expect the employee will gather information and leave the final decision to you?\u00a0 Do you expect the employee to make a recommendation to you?\u00a0 Do you expect the employee to carry out the task from beginning to end without your guidance or approval?<\/p>\n<p><b>Areas of Risk or Visibility<\/b> \u2013 As a manager, your job is to give the employee all the information they need so they can do the job successfully.\u00a0 Sometimes that means giving them a \u201cheads up\u201d as to any areas of potential problem or political sensitivities involved in the job.\u00a0 For example, you might warn them that the project is a high priority for the City Council and the outcome will be carefully scrutinized.\u00a0 Or, if the project is likely to meet resistance from others, the employee should be made aware of these potential challenges.<\/p>\n<p>We never expect to be misunderstood.\u00a0 However, when giving instructions, it\u2019s easy to be unclear about our expectations.\u00a0 These guidelines will help you to be more clear and will help you help your employees succeed.<\/p>\n","protected":false},"excerpt":{"rendered":"<p>It\u2019s a common managerial dilemma.\u00a0 You ask an employee to do something that seems simple to you.\u00a0 And, what you get is not what you expected.\u00a0 For whatever reason, the employee did not complete the job to your standards.\u00a0 Usually, this frustrating experience happens when you have not made your expectations clear.\u00a0 You expected one [&hellip;]<\/p>\n","protected":false},"author":59,"featured_media":1575,"comment_status":"open","ping_status":"open","sticky":false,"template":"","format":"standard","meta":{"_et_pb_use_builder":"","_et_pb_old_content":"","_et_gb_content_width":"","_cbd_carousel_blocks":"[]","_monsterinsights_skip_tracking":false,"_monsterinsights_sitenote_active":false,"_monsterinsights_sitenote_note":"","_monsterinsights_sitenote_category":0,"footnotes":""},"categories":[69,61,4],"tags":[71,70],"class_list":["post-1573","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-hr-tips","category-resources","category-public-sector-trends","tag-employee-performance","tag-performance-evaluation"],"acf":[],"yoast_head":"<!-- This site is optimized with the Yoast SEO plugin v27.6 - https:\/\/yoast.com\/product\/yoast-seo-wordpress\/ -->\n<title>5 Steps to Improve Performance Expectations - Careers in Government<\/title>\n<meta name=\"robots\" content=\"index, follow, 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