Everyone thinks they set expectations, but more often than not the truth is that they HAVE expectations but don’t clearly and precisely ARTICULATE them. This can be deadly for an organizations success. Here are just three of the ways you can ensure greater success by setting clear expectations.
setting clear expectations

1. Client Satisfaction

Everyone knows a sales team will say anything to make the sale. Often this leads to the common problem of over-promising and under-delivering. Everyone on the execution side of the business usually hates the sales team because they are putting them in an impossible position. There is a simple fix for this. Make sure your sales and executions teams know each other well, speak the same language and most importantly that they clearly articulate both client expectations (sales team) and what the sales team can expect from the execution team. Often sales teams aren’t even aware of what is possible, or more often impossible. Setting clear expectations across the sales and delivery process ensures your service or product is as promised and on time.

2. Hiring great talent

I am often shocked when I work with clients how poorly they articulate performance and job expectations. Organizations think that a job description of tasks is enough to ensure an employee works well and becomes a good fit for both the organization and their team. Wrong! Just because they can perform the task doesn’t mean they are a good fit. It is essential that organizational leaders and team leaders clearly state both what is expected of the employee and what they can expect. If you expect them to answer all client emails within 2 hours, state it. If they can expect to receive feedback weekly, state it. When expectations are clear, precise and stated up front, employees are much more likely to perform as needed and be happy doing it. This is essential for hiring and retaining great talent.

3. Trust

CEOs need their employees to trust them. That is want leads to influence and credibility both within and outside your organization. But how can you be trusted as a leader if they don’t know what to expect from you? Most of us have worked, at some point, for leaders who show up one way one day and another way the next. We know leaders who treat some employees one way and other employees another. Employees need to know what to expect. I recently heard a great phrase on setting clear expectations from a top executive at MGM. She tells her team “Don’t bring me a Monday problem on a Friday”. Her team knows how to work well with her. They are clear that she will help, but they also know that if they bring the problem to her on Friday, it will not go well. Ensuring your employees know what to expect from you as a leader is essential to building trust.

So set expectations often, clearly and ensure they are truly understood. You will be pleased with the effect on your business.