Too often, managers assume expectations are “understood.” But when expectations aren’t clearly communicated, teams default to guesswork, frustration & misalignment.
Smart leaders lean in to clarify expectations when:
-A new performance cycle begins
-An employee is new to the organization, team, or assignment
-Someone is excelling & ready for stretch opportunities
-The organization shifts direction
-An employee is struggling & needs support
Here’s how they do it well – Key Actions for Performance Discussions:
-State the purpose of the conversation
-Connect the work to organizational goals
-Mutually define expectations & success measures
-Recap & check for commitment
-Set a follow-up date
Important Principles to Utilize in Performance Discussions:
-Maintain & enhance self-esteem
-Listen & respond with empathy
-Ask for help & encourage involvement
-Share rationale to build trust
-Provide support without removing ownership
When managers get this right, performance conversations become moments of clarity, motivation, & growth — not anxiety.
At R U Ready to Achieve, we help leaders build these skills through training that’s practical, human-centered & designed to create cultures of clarity & accountability. When expectations are clear, performance isn’t just managed, it’s elevated.
