Sumit helps powerful people realize how powerful they are. He runs a leadership coaching program called “Deploy Yourself” to coach leaders and individuals to pursue their wildest dreams. He started out as a software geek but was soon thrown, unprepared, into the leadership world. After leading teams and making numerous mistakes, he now feels as comfortable talking about team building, leadership, and producing meaningful results as about machine learning and software programming
Managing expectations is an underrated skill that managers should have as it can help to seamlessly navigate the workplace waters. While a huge percentage of managers might not be aware of this, it can be properly corrected through adequate leadership coaching.
Higher ups are particularly expected to have proficiency in this area and should be better at communicating, organizing, and directing. Otherwise, the inability to do so could potentially lead to reduced morale and lower engagement of employees.
Unmanaged expectations are often a result of managers being unaware of how to competently fulfill their roles. They often resort to old-fashioned thinking such as “if it’s not broken, don’t fix it.” This, however, results in having difficulties retaining much needed exemplary employees. Studies after studies have shown that the most common reason why people leave their jobs is because of poor management. And for this reason, we’ve decided to round up the most common expectations of employees from their managers.
1. Consistency and firmness
Being a manager means you must be an effective decision-maker. While it is always advisable to brainstorm ideas with your team members, you have to keep in mind that it is your responsibility to give the final say. You are the one they trust to have a good sense of value judgment.
Never change your decisions on a whim or just because you thought of something else. Weigh the pros and cons of your decision. Remember, your members are your soldiers, and they need clear instructions from their commander. Inefficient and ineffective decision making, or the lack of consistency will just result in bad implementation.
One of the top problems that employees have with their managers or bosses is the lack of or poor communication. Improving this skill, paired with honesty, openness, and transparency with your employees, will go a long way.
Make communication an essential component of your leadership. Because just as you expect to have collaborative employees, your members also expect to have a manager they can trust and talk to. A successful work relationship can only be achieved if employees are able to build rapport with their managers who have their best interest at the forefront.
Remember to talk to your employees. Be present and reachable. Make them feel that they are heard and seen. Know and understand them on a deeper level because this is key to a harmonious relationship and excellent collaboration.
While recognition and praise are extrinsic rewards that boost morale, coaching intrinsically promotes the growth and development of employees. Your members will have their own reasons to improve because you provides them with proper guidance and support.
Have teachable moments for both the employees and the manager to opportunities for individual and group development. The key is to let your members breathe and grow, but do not overdo it with micromanaging.
Understand the art of delegation. Trust that your employees will be able to thrive, succeed, and harness their potentials.
As the captain, you must learn to steer the ship. Have a clear vision on what your company is supposed to do, how to get there, and how you would actualize this. Employees feel safe when they know that their manager knows what to do and can guide everyone in the right direction.
Aside from that, managers should also be capable of holding themselves as well as others accountable. What makes the difference is when the boss can fully admit their own missteps and is humble enough to correct it. But remember that you should not be afraid to let your members know when they make mistakes as well.
However, remember that it should not end at accountability but rather in responsibility. A good manager should be able to lead their members in creating innovative solutions to problems.
You, as the boss, should be the role model and source of inspiration. It could start from what you wear and escalate to your work ethic. If they see you as someone lousy, they will not care to give any effort in their projects. However, a responsible and efficient leader opens the opportunity for employees to rise to your caliber at work.
Employees often quit their jobs either because of their bosses or because of the working environment. Great employees are people you want to retain, people you hope to nurture, and therefore, these are people that need to know that you care about them.
A good manager knows how to create a culture of openness and respect for each other. Creating a safe space for everyone, where failures and mistakes are welcomed and addressed, is important. Every workplace should have a culture of design where every team member is in the role which fits them perfectly and they can support each other.
Always put your people first as they are not expendables. They, like you, want a job that will fit their lifestyle and have a perfect work/life balance. So, remember to always lead with empathy. Create a safe space where your members’ physical, emotional, and mental health matters. Each member should feel respected and acknowledged to respect other members and you.
People like to feel appreciated and valued at their jobs. They want to be acknowledged for giving their best. Moreover, they do better when they know that they are recognized as people and that they have a sense of purpose.
Recognizing your employees will greatly encourage them to step up their game. Employees are motivated to deliver best results if they feel that their organization sees their best efforts. A sense of attachment forms not just with the company but with their boss and loyalty plays at its finest.
Give credit where it is due. Keep in mind that employees are important, and they deserve to feel and be treated as such. Rewards are often appreciated, but words of praise also go a long way.
Finally, before we go, remember that employee expectations often go unaddressed in many companies, but always keep in mind that your team members are the most valuable part of the organization. Managers, though not necessarily bad people, should have the intention of being good at their job. Create your own unique style of management and take deliberate steps in understanding your role and the expectations of your employees. Take the initiative to address problems and live up to these expectations to achieve success within the company.
If you liked this blog post about “Expectations of Employees from their Managers”, you can receive our regular updates and get a free job description template by clicking below