How do you manage employee expectations and feedback?

Clear expectations and feedback are very important, I agree. But I also believe as a leader that sharing how you've been able to overcome adversity and challenges helps provide further insight and demonstrates your willingness to be vulnerable so that your employee can be more receptive to your coaching and feedback.

??To effectively manage employee expectations and feedback, it is crucial to establish clear communication channels. ??Communicate expectations early on and provide regular updates. Encourage open dialogue and active listening to understand employee perspectives. Provide meaningful feedback that is specific, constructive, and actionable. ??Foster a culture of continuous improvement by encouraging employees to provide feedback as well. Regularly check-in and address any issues or concerns promptly. ??By maintaining transparency, promoting open communication, and valuing feedback, you can effectively manage employee expectations and foster a positive feedback culture in the workplace. ??#Comment ??#Like ??#Share ???#Workcubes

Frequent and clear communication of your expectations from your team is very key and cannot be over emphasized. You need to share your thoughts, vision, expectation, ideas with them. One of the benefits of this, asides building a certain level of trust and collaborative feeling, is that it totally gives the team a sense of belonging. Once you've communicated with your team, it's easy for them to know what they have to do and align with already set expectations to achieve the end result.

When your employees feel valued and appreciated they will buy into your goals through commitment and achievements! They need to know where they're going in order to map to the destination.

The direction here is good for establishing trust which is critical for effective feedback. However, rather than the sandwich method I prefer the SBI model of feedback (Situation, Behavior, Impact). Help the team member recall the situation, succinctly describe the behavior, and explain how it impacted you. When you practice this method for small successes (and big ones), then when it is time for constructive feedback the team member is more likely to act on the feedback because they know you have their best interests at heart.

I agree with the principles of timely and honest feedback, but I’ve found the sandwich method ineffective. It leads to managers getting lost in what they are trying to communicate and their feedback lacking clarity. Instead of mixing positives and areas of improvement, I advocate for providing feedback relevant to the piece of work that an employee delivered (or not!) and telling them as soon as possible - rather than waiting to have 2x positive feedback to leverage ‘the negative’. The sandwich method does not come across as genuine. It leads to manipulation, which takes away from the main point of feedback, which should be clear and constructive so employees know how they perform against expectations.

Providing critical or negative feedback can be quite challenging. As HR, you need to communicate this to them but logically and empathetically. I agree that while it is important to provide honest and balanced feedback to an employee, you need to let them know remember their actions, how you felt about the action, and, how their actions impacted the team and the organization. This helps the employee see the bigger picture of how their roles and actions impact the themselves and the team, so that when it's time for a constructive feedback, they will understand that your feedback has stemmed out of having their best interest at heart.

In many difficult situations, emotion can supercharge a situation, commit to remaining calm and sticking to the facts. There are always going to be different perspectives from those that are involved, recognize and acknowledge how the situation and solution impacts everyone involved. Work to find a solution that everyone can commit to so that the team has a clear path for future success.