Setting Expectations for your team

Let's be real – setting expectations for your team can be a bit of a minefield. You want to give them the autonomy to innovate and own their work, but you also need to make sure everyone's on the same page. So, how do you strike that balance? I've got five tips that have worked wonders for me, and I'm excited to share them with you.

1. Collaborate on Expectations
   First things first, ditch the top-down approach. Nobody likes being told what to do, and it's a surefire way to kill motivation. Instead, get your team involved in the process. Sit down with them, hash out some goals together, and make sure everyone's bought in. Trust me, when your team feels like they have a say, they'll be much more invested in the outcome.

2. Set clear targets
   Let's talk about those goals. Whether you're using SMART, FAST, OKRs, or some other acronym, the key is to make them specific and measurable. Give your team a clear target to aim for and a timeline to get there. This way, everyone knows what success looks like, and you can celebrate those wins together.

3. Agree on the details
   Here's where most managers drop the ball – they forget to agree on "how" to reach the goals. Sure, you've got your goals, but what about the nitty-gritty details? What processes are in place? What resources are available? What pitfalls should they watch out for? Don't assume your team can read your mind. Take the time to spell it out, and you'll save yourself a ton of headaches down the road.

4. Dangle those carrots
   Offer incentives. Most people want to go the extra mile. So, why not use that to your advantage? Figure out what really matters – whether it's speed, volume, or cost – and align your rewards with those key levers. A little friendly competition never hurt anyone, right?

5. Pay Attention to the Data
   Company goals can change with market conditions and many other factors. Your expectations need to keep up. Agree on some key metrics that will let you know when it's time to step in and provide support or course-correct. By empowering your team to make changes based on the changing conditions, you'll free up your own time to focus on the big picture.

So, how do you put all of this into use? Start with a quick chat with each team member to go over these key points. Have them write a list that captures what you've agreed on.

Great, expectations are agreed on. Schedule regular check-ins to see how everyone's tracking against those goals. Make these monthly or whatever period works for the team. Semi-annual is too long to wait for feedback or an adjustment. Remember, you want to manage for their success.

Here's a suggestion I read online: before each check-in, have each team member grade themselves. Then, compare notes with your own assessment and hash out any differences. This way, you'll catch any misalignments early and avoid any awkward surprises come review time.

Setting clear expectations doesn't have to be a chore. By taking a collaborative approach and focusing on the key levers that drive success, you can create a culture of ownership and innovation that will take your team to the next level. Give it a shot; I think you'll be pleasantly surprised by the results!