Retaining Employees by Setting Clear Expectations.

It’s one thing to hire an employee. It's another to retain them for the long term.  Business leaders/Managers can support retention initiatives while creating a more appealing and positive work atmosphere and increasing employee satisfaction and professional development, by setting clear goals and expectations for each role. 

After all, if business leaders/managers don't show their employees what success looks like, they may never figure out what it takes to succeed within the organization and team.

Consider the following tips when setting clear goals and expectations for your team;

1. Set the expectations early

Business Leaders/Managers should set expectations with employees from the first day of the job. This should be incorporated into the onboarding process with a discussion centered around workplace culture, behavior expectations, and job responsibilities. This should also be accompanied by a detailed and accurate job description that includes the skills and responsibilities that the role will entail.

• Set clear objectives

Business Leaders/Managers should set clearly defined and measurable objectives. For example, setting quarterly objectives along with writing actionable key results will help the employee reach those goals. Additionally, reviewing the objectives looking at what did and didn't work, and making necessary adjustments is vital.

• Hold employees accountable

Business Leaders/Managers should ensure employees are held accountable for their actions. Whether it's making sure they arrive on time, turn in projects/assignments on time, or reach company milestones, each employee needs to know they are accountable for delivering the desired results. 

• Give meaningful feedback

Employees should be informed what they are and are not doing well. This is why business leaders/managers should provide specific and personalized feedback to each employee. This can be done during a one-on-one meeting with the employee.

Conclusion

Employee expectations are a critical part of the employee-manager relationship. They represent a shared understanding of what is expected from employees regarding performance, values, policies, and behaviors. This drives home the point, employees do not quit companies, they quit their managers.