What do you do if your employees have unrealistic expectations?

Provide employees with the necessary resources and support to help them achieve their goals. This could include additional training, coaching, or mentoring to help them develop the skills and knowledge needed to succeed.

We should give a patient hearing to what the person wants to convey, It will solve two things One we will get to know if the expectation is really unreal or is it our assumption Second it will not leave a bad taste with the person that he or she is not being heard Also it always better to have a dialogue to convey whats the unrealistic part of expectation and why you are disagreeing and along with that the possibility that if something can be done to reevaluate that expectation or find a midway.

In terms of guiding them towards realistic expectations, I began counseling them, actively coaching them to adopt a more human approach rather than a robotic one. Utilizing my role as a trainer, I organized a session titled "Navigating Realistic Expectations with Your Team," which proved highly effective. Similarly, you can tactfully communicate the importance of realistic expectations, emphasizing that unrealistic ones only foster disconnect between you and your team. It's a straightforward approach, yet often we hesitate to convey what's necessary. Take the lead and initiate this dialogue, and I assure you, it will yield positive results.

A proactive approach to addressing the situation is crucial. Initiate an engagement to understand the perspective and the NEED behind the expectation. Share your thoughts on why the expectations are unrealistic, offering specific examples and rationale. Collaboratively establish more achievable goals and timelines, ensuring they align with the organisation, departmental objectives, and resources. Offer support, guidance, and resources to help employees succeed. Encourage open communication and regular check-ins to monitor progress and adjust as needed. Fostering realistic expectations fosters a positive work environment and enhances productivity and morale.

Cultivate an environment that promotes realistic goals and transparent communication. When employees see that their colleagues are being treated fairly and that there's a level playing field, it can help temper their own expectations. Celebrate achievements that align with company values and goals, which reinforces what is valued and expected within the organization.

Listening is key, but setting clarity, rephrase, get people to think their expectations trough is what will sort things out..

Find out what their perceived reality is. Explain to the employee the process of change at your organization and include them in the process along the way. Put some of the responsibility back on the employee, so they can understand the demand of the process. Educate and empower!

Work with our employees to establish achievable goals that align with the organization's objectives. Break down larger goals into smaller, more manageable tasks, and set clear deadlines for each. This can help employees understand what is expected of them and reduce the likelihood of unrealistic expectations.

Clarity is critical in such situations. If we have clearly put across our points and have set proper expectations such situations won’t arrive

Seeking clarity and giving clarity is an art, we all try to manage our day to day busy schedules based on perceptions sometimes not reality, it’s always good to be informed and respond.

Holding regular one to one meetings (and making them constructive!) can really help increase communication channels within the business. It provides employees with valuable time with their manager, this presents less opportunity for situations to escalate as they're taking time to talk about any issues they may be experiencing, rather than "my manager doesn't care/have time for me" as these grips can escalate quickly too. Giving feedback doesn't have to be negative or cringy, it's about how both parties can support each other to deliver the objectives required of their roles and contribution to the wider business. I regularly deliver workshops teaching managers how to deliver feedback without the cringe or fear of saying something wrong.

Feedbacks are not always negative, feedbacks should be given in such a way that you also cover what they did the best.. so basically feedbacks are always in a form of sandwich.. you start with positive side in between you advice the person to improve and at last again close loop it with positive. People have different perceptions while getting a feedback some are open to feedback some or not but if you only highlight negative side people may not be really comfortable about it and may leave the communication unhealthy.

Before giving feedback, we should also learn to take it and implement it. Feedback is an area of development if worked upon can do wonders. Take it seriously

Regular feedback sessions are crucial for managing expectations. Offer constructive feedback on their performance and progress towards their goals. If their expectations are still unrealistic, provide examples or data to illustrate why certain expectations may not be feasible.

Providing regular and constructive feedback has immense impact on an employee and also on organisation. It gives employee a realistic understanding about their performance, what improvements are required and what strong points a person has. This in turn will help build realistic expectations.

Most knowledge workers, especially GenX, millennial or later, don't abide by or look up to policies or training sessions. Instead they follow and practice the behaviours and cues of role models. So choose role models of team members who have successfully grown their careers and hold their behaviour up as examples worth replicating. How did they acquire skills while still in their current roles and then parlay that into larger or different or next level roles? How did they succeed using current skill sets while still adding to their skill portfolio and pitch for bigger and better roles or growth? You are far more likely to succeed by evangelising such role models than pushing policies and expected behaviour through workshops.

To mitigate this issue, it’s important for managers to set clear and realistic expectations during the recruitment process and onboarding, establish boundaries, teach “disagree and commit,” and communicate effectively with their team members. By being open about the company culture, sharing information about ongoing changes or challenges, setting clear goals and deadlines, providing regular feedback, and encouraging open communication, managers can help prevent unrealistic expectations from causing problems in the workplace. Additionally, managers should be aware of the signs of stress in their team members and provide support when needed to help them manage their workload and maintain a healthy work-life balance.

Many a times we tend to live in a bubble with respect to our expectations and this doesn't just limit to our professional life. At those times, pulse check becomes an indispensable part to avoid conflicts. Once that is done, proper set of knowledge should be imparted to clear up any unrequisite & unattainable expectations or demands from the employees' end - especially if the organizational values & culture don't align with the same.

To tackle unrealistic expectations, continuous education is key: Identify Knowledge Gaps: Pinpoint areas where employees lack understanding. Provide Resources: Offer training materials, workshops, or online courses. Clarify Company Goals: Reinforce the company's mission, vision, and objectives. Offer Mentorship: Pair employees with experienced mentors for guidance. Encourage Learning Culture: Promote a culture of curiosity and growth. Regular Updates: Keep employees informed about industry trends and changes. Feedback Loop: Solicit feedback to tailor educational initiatives effectively. Continuous education empowers employees to set realistic expectations aligned with company goals.

Managers sometimes find themselves in the position of people managers without being given the tools to do the job - 83% of managers in the UK* are classed as "accidental managers" meaning that they have been promoted because they're good at their job, what they don't realise is that the role comes with the responsibilities of managing people, which is the hardest job of all. Training managers before they are promoted into these roles is essential as they are often the first point of escalation when it comes to employee issues so knowing how to handle them is the first thing they should be trained on. *Chartered Management Institute.

Building a foster culture is crucial for People & Culture effectiveness. Transparency: Open communication fosters understanding of company goals.Trust: Honesty builds trust, making realistic expectations more acceptable. Empowerment: Giving autonomy enables employees to set achievable goals.Collaboration: Teamwork supports realistic goal-setting achievement.Recognition: Acknowledging successes reinforces realistic expectations.Continuous Improvement: Learning culture allows for adapting expectations.Work-Life Balance: Prioritizing well-being prevents burnout and supports realistic expectations. By prioritizing these elements, People & Culture team shall create an environment where employees naturally set & achieve realistic expectations.

We need to cultivate an environment where employees feel comfortable expressing their expectations and concerns openly. Provide clear information about organizational goals, resources, and limitations to manage expectations realistically.

Fostering a positive and supportive culture is essential for addressing unmet expectations effectively. Encourage transparency, trust, and open communication among team members. Recognize and celebrate achievements, and provide constructive feedback in a respectful manner. Encourage collaboration and teamwork, as well as a willingness to address challenges together. By creating a culture where everyone feels valued and respected, you can create an environment where employees are more likely to voice their expectations and work together to find solutions.

Absolutely! Collaboratively planning with your employees can lead to better alignment of expectations and goals. Schedule regular meetings to discuss individual and team objectives, identify any potential challenges or concerns, and brainstorm solutions together. Encourage employees to actively participate in the planning process by sharing their insights, ideas, and suggestions. By involving them in the planning process, you not only ensure that their expectations are considered but also foster a sense of ownership and commitment to the goals set forth.

Having listened to the expectations of your employee especially the ones that seem unrealistic, help them understand that they are part of the company stakeholders and how some expectations may make or mare the company.

7 Offer Alternative Solutions Discuss alternative approaches or compromises that align with both employee aspirations and organizational capabilities

Discuss realistic timelines for projects or tasks, and help the employee prioritize their workload to manage their expectations effectively.