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Clear Performance Expectations Components

August 12, 2016

Successful organisations have some kind of performance management system in place that will expect a certain standard of performance from their team members. In some cases you may be on a 3- 6 month performance review period which helps you keep on track with expectations from the organisation.

A common factor with successful organisations is that they maintain profits whilst maintaining a culture that involves learning and development. When you have a culture of learning and development you will maintain a high morale.

Team members need to know what expectations are required by their managers; and the roles that they execute within the organisation. Managers also need to know what expectations are required for them to lead each team member effectively.

Critical Components of Clear Performance Expectations

The process that results in employees who clearly understand and execute their performance expectations contains these components:

• A company strategic planning process that defines overall direction and objectives.
• A communication strategy that tells every employee where their job and needed outcomes fit within the bigger company strategy.
• A process for goal setting, evaluation, feedback, and accountability that lets employees know how they are going. This process must provide opportunities for continuing employee professional and personal development.
• Overall organizational support for the importance of clear performance expectations communicated through cultural expectations, executive planning and communication, managerial responsibility and accountability, rewards and recognition, and company stories (folklore) about heroic accomplishments that define the workplace.

Communication of Clear Performance Expectations

Communication of clear performance expectations starts with the planning process of leaders.

How they communicate these plans and goals to the organization is critical to create an organization alignment; when all components are connected and pulling in the same direction. Leaders must clearly communicate the expectations for the team’s performance and expected outcomes to align each area of the organization with the overall mission and vision.

At the same time, leadership needs to define the culture and the behaviours of teamwork desired within the company. Whether a department team or a product, process, or project team, team members have to understand why the team was created and the outcomes the organization expects from the team.

Remember the difference between a boss and a leader; a boss says “Go!” – A leader says “Let’s go!”

I hope you have enjoyed this article and if we can assist you please give our office a call or email.

Take Care

Lee Stemm PCC

Leadership and Performance Coach and Trainer

High Performance coaching and Training

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