Very often managers do not communicate the goals and requirements to their team, but instead leave them unsure or with a vague idea of what is expected from them. This results in hesitation, indecision, lack of performance, miscommunication and wasted time. This is even more damaging in time of transition.
Properly setting expectations for team members will set standards for excellence and results.
Here are a few tips on how to do that:
Start with the vision of the end result in mind. Not just what you want done, but the results you want to achieve when the project is completed.
Keep your focus on the desired outcomes, not on describing each and every step to follow. Your goal is to guide, not to micro-manage. Letting individuals find their own route encourages them to use their strengths to their fullest potential. That is great for their self-confidence and will facilitate delegation later.
Tie the mission of the project to each team members’ tasks. Create timelines and milestones for tasks and establish follow-up. People want to know what their role is and when they should deliver. You may even create success or exit criteria for each milestone, it will improve focus.
Give feedback—and often! Have regular follow-up, formally or informally for that. Feedback given along the way sounds more like coaching, not like punishment. It also saves time.
Give positive reinforcement. (don’t mix negative and positive). Mention the things you like and you’ll get more of them. Be specific and prompt.
To ensure better results from your team and successfully achieve your goals, be sure to clearly communicate your expectations for everyone involved.