What do they expect?
Are you clear about what is expected of you on the job? Employees at one company recently started wearing flip-flops, short skirts, and jeans-articles that were simply unsuitable for the clientele they served. While managers no doubt noticed, little time or effort was taken to remind the offending employees of an existing dress code.{{more}} In fact, no one in management said anything about the appropriateness (or lack thereof) of the improper attire until the situation had escalated to the point of body parts being revealed. Thatâs when management felt compelled to speak up!
The employee response was surprise: âWe didnât know we couldnât wear these things!â
The employees, who were all in their twenties, dressed for comfort and didnât understand what all the big fuss was about. Management, on the other hand, was much older than the actual workforce, which likely explains why it seemed so obvious to them that certain types of clothing would be unacceptable. Unfortunately, they had not been clear about what they expected as far as workplace attire was concerned, and even though a relevant statement was part of the company policy, when infractions did occur, none of them spoke up until a big problem arose.
Was management being unrealistic?
This case illustrates that what may be obvious to one worker or manager is not necessarily obvious to someone else. As a result, miscommunication and conflict too often arise. Expectations need to be clearly defined so everyone can be on the same page.
Be clear. Whether itâs a new project or trying to clean up an existing problem, be very clear about what you are asking your coworkers or employees to do. Write it down if necessary.
Ask for feedback. Ensure that all the employees involved have the same understanding, even if you have to ask them what their understanding is. You might be amazed, but ten people can listen to the same conversation and walk anyway with ten different interpretations of its information.
Donât pull any surprises. If, for some reason, circumstances change, you must immediately inform the parties involved about the changes and about how expectations have changed, as well. If a project deadline is moved up, say so; if more time is needed, speak up. Not saying anything and operating under the old assumptions will cause conflict.
Outline rewards and consequences. People must be rewarded when they do well and meet expectations; they also should suffer a consequence for not meeting expectations. If such events do not happen, then the expectations have no value. Make expectations known up front so those involved can measure their success and determine where they need to improve.
Karen Hinds President/CEO â Workplace Success Group,
Toll Free: 1-877-902-2775; Tel: 1-203-757-4103
Karen@WorkplaceSuccess.com
www.WorkplaceSuccess.com
Creator of The Workplace Success Program (TM)
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