Do you know about - Getting straight through - manufacture Your Expectations Clear
Clear Check! Again, for I know. Ready to share new things that are useful. You and your friends.If you are a supervisor, you have likely faced this base dilemma. You ask an worker to unblemished a task that seems straightforward to you. And, what you get is not what you expected. For whatever reason, the worker did not unblemished the job to your standards. Usually, this frustrating touch happens when you have not made your expectations clear. You imaginable one thing and got something else. Here are six things that can help make your expectations clear the first time.
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Success Criteria- Before you turn the worker loose on the task, say this to the employee: "This project/task/job will be successful if (fill in the blank)." By articulating this one idea, you are able to explain the end results you envision, which increases the likelihood that the worker will see the same end result.
Completion Date- This might sound obvious, but we often forget to share with the worker our prospect for when the job should be done. If you expect the task will be done by Friday or by 5:00 or by the end of the year, tell them.
Interim improve or Final Reports- Just like with the completion date, if you expect them to check in with you at intervals throughout the task, ask that up front. Sometimes, asking the worker to check in with you periodically can ensure that the worker doesn't go too far down the wrong path.
Level of Authority- Be clear about how far the worker can go in terms of decision-making. This will avoid surprises later on. There are four levels of authority to consider:
1. Employee gathers the facts and the supervisor makes the final decision or carries out the task alone.
2. Employee gathers the information, makes a recommendation, and the supervisor makes the final decision or carries out the task alone.
3. Employee gathers the information, makes a recommendation, and with the supervisor's approval, carries out the task.
4. Employee gathers the information, makes the decision, and carries out the task himself or herself, without supervisory advice or approval.
Areas of Risk or Visibility- As a supervisor, your job is to give the worker all the facts they need to do the job as expected. Sometimes that means giving them a "heads up" as to any areas of inherent qoute or political sensitivities involved in the job. For example, you might warn them that the project is a high priority for the Ceo and the outcome will be considered scrutinized. Or, if the project is likely to meet resistance by others, the worker should be made aware of these inherent challenges. You can help the worker find solutions to these issues before they arise, so that they have a greater likelihood of success.
We never expect to be misunderstood. However, when giving instructions, it's easy to be unclear about our expectations. These guidelines will help you to be more clear and will help you help your employees succeed.
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