What are effective ways to manage team expectations?

Effective ways to manage team expectations include clear communication, setting realistic goals, involving team members in decision-making, providing regular feedback, and fostering a positive and supportive team culture.

Every team is assembled for mission. It is very common for general direction to be clear, but specific objectives are often added along the way. Teams can become frustrated with seemingly moving targets. To set the team up for success all objectives must be clearly defined from the beginning, changing only when evidence of need is found and clearly communicated. Teams should have input on changes to objective. Once mission is defined and objectives are clear, teams need two more essentials before they begin to set project specifications. The team must buy in to project ‘why’s’ and understand the history that created the need for the assigned work.

Facilitate the team to define the purpose, goals, charter, vision, etc. They are the ones to carry it out, so facilitate them. Set a process that enables the work - e.g., goals should be SMART. This reinforces teamwork.

You need to listen to your team and provide constructive feedback to them in order for them to grow, learn, and feel that they are being developed into better professionals. You can always listen to them to learn something yourself as well. It goes both ways!

Remember, everyone has a voice and likely an opinion. Seek those out! Flush out dissenting opinions, identify obstacles and issues, and collectively determine goals and strategies.

Always set the purpose, scope, and outcomes of teamwork - do this in preparation and validate in the workshop. RASI is effective in defining roles and responsibilities (in RASI, A stands for Approval, not Accountable. R is responsible and accountable).

Transform the corporate cafeteria into a 'Learning Lounge.' Encourage spontaneous, cross-functional discussions over meals. This relaxed setting fosters idea exchange, curiosity, and a sense of community, nurturing a growth mindset and a culture of continuous learning

Again, engage the team in the workshop to define the scope, deliverables, etc., as well as roles and responsibilities. This creates a clear plan and team work.

Provide Constructive Feedback: Encourage individuals to view feedback as an opportunity for growth rather than criticism. Offer specific, actionable feedback that helps individuals identify areas for improvement and provides guidance on how to make those improvements.

360-feedback between you and your team (higher or below) is a great way to learn about your leadership and opportunities for growth through their lens of impact. Similarly, it provides the opportunity to address upward feedback and inspire your team to bring out their best traits while motivating development of their own! It is important alongside clarity to have open and trusted communication knowing the best interest is for one another and the company at large.

This was exactly what I was thinking! I talk to so many professionals these days in my coaching, training, and consulting business who say “if only they knew…” Just be honest people. Let people make decisions for their careers, futures, or present experiences based on the truth. It always comes out.

Don’t manage - lead. Get your hands dirty with the team and show them versus tell them. It has been my experience in blue collar, white collar, and no collar work that this approach is a good start to building trust, respect, and good morale.

Model the behavior and work ethic you expect from your team. Set a positive example in terms of work quality and professionalism. By demonstrating commitment, professionalism, adaptability, and collaboration, you inspire your team to follow your lead. Your actions and behaviors create a positive workplace culture and encourage your team members to emulate your standards and values.