Setting Expectations with Your Team

Provide Structure

Providing structure starts with defining a direction and setting clear boundaries. Your direction might come from your boss, your customers, your own vision for the future, or even from the collective wisdom of your team. However it comes about, it needs to be clearly articulated and spoken about often. It ensures you are all on the same page in terms of what needs to be accomplished.

Next, setting clear boundaries requires defining what is within the scope of work and what is not, what appropriate behavior is and what is not, and what productive work is and what is not. Sometimes this feels bossy; as if you are telling people what to do. But when people have guidelines within which to operate, they are actually more empowered to act, take initiative, and innovate.

Clarify Roles

Take a second look at job descriptions and job duties. Do they match the work that is actually being done? Are they an appropriate fit for the structure you have set?

Generally, you can expect a job description to accurately describe 50-75% of the role. The rest may require adaptability as needs arise and priorities shift.

Keep in mind job descriptions are the baseline minimum expectation. For those on your team seeking advancement, a career development conversation should focus on above and beyond.

Set Motivating Goals

It is incredibly important to get goals right. When goals support key initiatives and are aligned with the department or organization’s strategic goals, they have a lot of power to direct work almost effortlessly. And when work piles up, stress mounts, and we start to lose sight of how to prioritize, goals can refocus our efforts and help keep us on track.

To be motivating, goals should make a difference, be fairly urgent, have a measurable accomplishment tied to them, and sound challenging. There should be a visible difference between the success and failure of a goal, the timeframe for accomplishment should be shorter than one year, and the completion of the goal should evoke a sense of pride.

Give and Receive Feedback

Nobody is perfect; a conversation that includes two-way feedback is one of the best ways to ensure continued improvement, upward progress, and ultimately, better performance. Additionally, an honest conversation where you seek and accept feedback without defensiveness or excuses builds trust and your relationship with your team.

"LCA really are one of the best in the business from what I have experienced and far exceed from a normal recruitment agency. They have placed me in both of my estate agent roles within a matter of days of first meeting them. Jess who found me my first job in the business found my CV online and asked to meet me for a friendly chat to see what positions I would be suitable for and within a week I had two interviews lined up and a job offer. I then called them two years later to find another position and this time met Kayleigh who went one better and arranged two interviews from which I had both job offers within days of first calling them. LCA really do take the stress out of the equation when it comes to finding your new job and will support and advice you at every stage. Special thanks to Kayleigh who is a wonderful person and truly does her job brilliantly! I would always recommend LCA for anyone who is serious about finding a job and I’m confident they will do the same for others as they have with me."
Christian W, July 2019

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