Here's how you can effectively convey expectations while delegating in staffing services.

Carefully choose the right person for the job. ... Focus on the goal. ... Be open to new ideas. ... Empower your team to make decision. ... Maintain a system of check. ... Motivate your team. ... Train future leaders. ... Learn to say

I am still a big fan of the strategy of - hire good people and then get out of their way. I am not a huge fan of KPI's. I prefer to find out what the person is good at, what they enjoy, and then set work expectations to fit their strengths and get out of their way. I see no point in hiring people to only do the work for them. We will communicate frequently, especially as a new hire, on our expectations in the office and more often than not the high achievers embrace that and grow.

I am only a fan of deadlines when it comes to communication with clients and your team members. I want to know where we are in a search in a reasonable amount of time. While some may argue a deadline is good for candidate submittals, I would rather give the client an update that we aren't finding the right candidates instead of sending unqualified candidates.

Some of the strongest support resources that one can provide is clear expectations. Clear expectations are important because they provide team members with an understanding of their roles, responsibilities, and the standards they need to meet, which reduces confusion and enhances productivity from the start! They also foster accountability and help ensure that everyone is working towards the same objectives, ultimately leading to better team performance and goal achievement.

Identify their needs. Provide them with training. Equip them with tools. Support them with feedback. Be the first to add your personal experience. Empower them with autonomy. Connect them with others. Here's what else to consider.

I am a big fan of short meetings with the individuals to see how they are doing and offer feedback/training/guidance on issues I have observed. To me, I like to keep it casual so it doesn't feel like someone has been summoned to the principles office. Often times in these conversations it helps me better understand their perspective and how they think. This makes it easier for me to communicate with them if I know this.

Here are six steps you can take to give people at work quality advice and help them make better decisions: Evaluate your background. ... Ensure your advice is what the person wants. ... Offer your perspective. ... Follow up and demonstrate your support. ... Gain expertise. ... Practice active listening. ... Offer options.

Model feedback behavior Demonstrate how to give constructive feedback that is specific and focuses on behaviors, not personalities. Also show how to receive feedback without getting defensive. Celebrate feedback Give positive and constructive feedback, and celebrate the progress and results that people make based on it. You can also reward people for giving or receiving feedback well with recognition, incentives, or opportunities. Create feedback opportunities Create routines that give people a voice and opportunities to speak freely. For example, you can conduct skip-level meetings to gather feedback that can help build a more productive work environment.