If you have ever been to one of my management training programs or perhaps even a keynote presentation (or viewed my video demo), you've probably heard me talk about expectations. The biggest reason employees (or husbands for that matter) don't do what they are suppose to do is because they don't know what they are supposed to do. Most people (90-95% of them) will meet (or try to exceed) our expectations if we communicate what our expectations are. We can't hold people accountable for meeting expectations they didn't know they had.
I thought I'd try this out with my kids and see if setting expectations would work with them, too. Since they are home for the summer and are now old enough to be helping with things around the house, I decided to try making a "chore chart" for them. (I actually call it their to do list because I think it sounds better than having a list of chores.) I have to admit how truly astonished I am. All this week, the boys have vacuumed, made their beds, emptied/filled the dishwasher, set the table, got the mail, etc. without me even having to ask (or nag). My oldest actually got out a towel and wiped down the kitchen and dining room walls (nope, this wasn't on the list but he recognized it needed to be done - trust me, this is not typical behavior)! They are taking ownership and feel empowered to do things they recognize would contribute to our family. How cool.
Awhile back, I had a Northwest Iowa bank call and want me to conduct some management training for them. We took a look at their performance appraisal/review and decided prior to training it would be good to make some changes to their form/process and we would use the training to roll out the changes. Their old performance appraisal was very open ended and not goal oriented. (The questions on the old form were things like, "How do you feel you are progressing in your current position?") We made specific goal/expectation setting a part of the process and used the form to facilitate the discussion more effectively (and made reviewing the goals/expectations periodically throughout the year part of the process). In following up with this client a year after the roll-out/training, she commented on the amazing results they had seen in the last year. Productivity soared and employees were happier because they had a better understanding of what was expected of them. (A side note... I do think low performers don't like this new process as much because it becomes obvious they are not performing.) Just think - better productivity, higher profits, more satisfied employees (and probably customers, too) just because of expectations.
Set expectations. Communicate your expectations. Revisit/review your expectations. The results may amaze you, too!
SHINE ON!
