How can you effectively communicate performance expectations to employees?

1 Define and clarify expectations

The first step is to define and clarify what you expect from your employees in terms of quality, quantity, timeliness, and behavior. You can use SMART criteria (specific, measurable, achievable, relevant, and time-bound) to set clear and realistic goals. You can also involve your employees in the goal-setting process and ask for their input and feedback. This way, you can ensure that they understand and agree with the expectations and feel more committed and accountable.

2 Communicate expectations regularly

The second step is to communicate your expectations regularly and consistently. You can use different channels and formats, such as email, phone, video, or face-to-face meetings, depending on the situation and the preference of your employees. You can also use different methods, such as written documents, verbal instructions, visual aids, or examples, to reinforce your message and avoid ambiguity. You should also check for comprehension and ask your employees to repeat or summarize the expectations to ensure that they are on the same page.

3 Monitor and measure performance

The third step is to monitor and measure the performance of your employees against the expectations. You can use various tools and indicators, such as reports, dashboards, surveys, or observations, to track and evaluate the progress and results of your employees. You should also provide regular and constructive feedback, both positive and negative, to acknowledge their achievements, identify their gaps, and offer guidance and support.

4 Adjust and update expectations

The fourth step is to adjust and update your expectations as needed. You should recognize that performance expectations are not static, but dynamic and flexible. They may change due to internal or external factors, such as new projects, priorities, challenges, or opportunities. You should also consider the individual needs and preferences of your employees, such as their strengths, weaknesses, learning styles, or career aspirations. You should communicate any changes or updates to your expectations clearly and timely, and explain the reasons and implications.

5 Reward and recognize performance

The fifth step is to reward and recognize the performance of your employees according to the expectations. You can use various forms and levels of rewards and recognition, such as praise, appreciation, incentives, bonuses, or promotions, depending on the performance and the impact of your employees. You should also be fair and consistent in your reward and recognition system, and avoid favoritism or bias. You should also celebrate the successes and achievements of your employees as a team, and foster a culture of recognition and appreciation.

6 Review and reflect on performance

The sixth step is to review and reflect on the performance of your employees and yourself as a facilitator. You can use formal or informal methods, such as performance reviews, appraisals, feedback sessions, or self-assessments, to review and reflect on the performance of your employees. You should also solicit and listen to their feedback and suggestions, and acknowledge their challenges and concerns. You should also evaluate your own performance as a facilitator, and identify your strengths and areas for improvement. You should also learn from your experiences and apply your learnings to improve your communication of performance expectations.

7 Here’s what else to consider

This is a space to share examples, stories, or insights that don’t fit into any of the previous sections. What else would you like to add?