SETTING EFFECTIVE PERFORMANCE EXPECTATIONS IN THE WORKPLACE

• OWNERSHIP: Employees should help set their goals and expectations - Most people can be successful with high expectations placed on them. Yet the typical person will respond greater and climb higher if they have been involved in setting their own expectations. Managers should provide guidance, but employees need to take ownership of their own challenges.
• FORMALITY: Expectations should be in writing - Take the formal step of putting goals and expectations down in writing. This step forces you to clarify your intentions and helps prevent later misunderstanding.
• MEASURABLE: Expectations should be performance-based - It is too easy to talk about "making improvements" or "showing progress" or "increasing this or that" without ever being specific or measurable. Make sure expectations are based on clearly recognizable performance objectives. The idea is to quantify the expected results so that successes or setbacks are easily recognized.
• REALISTIC: Base expectations on current resources and abilities - There are two mistakes often made regarding expectations. Some shoot too high and miss. Others shoot too low and don't achieve their potential. Make sure to realistically evaluate your resources and abilities.
• ACCOUNTABILITY: Require feedback and evaluate progress - After writing down expectations, make sure the employee and the supervisor each sign off on them. This process ensures accountability. Schedule regular feedback opportunities and evaluate progress at prearranged intervals of not less than twice a year.

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