Comments on: Managing Expectations (Part 2) http://www.hrbartender.com/2009/recruiting/managing-expectations-part-2/ HR RESPONSIBLY Fri, 30 Jul 2010 13:26:53 +0000 hourly 1 http://wordpress.org/?v=8045 By: Shannon AIOPosters http://www.hrbartender.com/2009/recruiting/managing-expectations-part-2/comment-page-1/#comment-943 Shannon AIOPosters Wed, 03 Jun 2009 17:38:37 +0000 http://www.hrbartender.com/?p=1462#comment-943 One of the most important things about this post is that the expectations need to be clear or else the new empolyee will not be able to live up to them. shannon One of the most important things about this post is that the expectations need to be clear or else the new empolyee will not be able to live up to them.

shannon

]]> By: Wally Bock http://www.hrbartender.com/2009/recruiting/managing-expectations-part-2/comment-page-1/#comment-895 Wally Bock Tue, 26 May 2009 13:34:11 +0000 http://www.hrbartender.com/?p=1462#comment-895 It's important to realize that setting clear expectations is part of supervision. If you are a boss, it's part of your job. If you call it "mentoring" or "coaching" it seems like a growth/support issue. But you set expectations primarily as part of performance management. You can't hold people accountable for performance or behavior if they don't know what's expected. It’s important to realize that setting clear expectations is part of supervision. If you are a boss, it’s part of your job. If you call it “mentoring” or “coaching” it seems like a growth/support issue. But you set expectations primarily as part of performance management. You can’t hold people accountable for performance or behavior if they don’t know what’s expected.

]]> By: Carla http://www.hrbartender.com/2009/recruiting/managing-expectations-part-2/comment-page-1/#comment-879 Carla Mon, 25 May 2009 12:21:41 +0000 http://www.hrbartender.com/?p=1462#comment-879 I agree with @adowling. Our team comprise six members and we recently discussed implement mentoring sessions (versus annual performance reviews) between our CEO and individual team members. The aim is to help the team members identify their professional strengths and weaknesses but also for the team and CEO to be on the same page with regard to the direction of the company. It will also give the CEO the opportunity to recognise an individual team member’s effort and ensure that each team member know exactly what is expected from him / her. We learnt the hard way that it is vital to involve the whole team from the beginning when new processes are implemented, otherwise they feel left out and lose interest like Sharlyn mentioned. Great post, thank you! I agree with @adowling. Our team comprise six members and we recently discussed implement mentoring sessions (versus annual performance reviews) between our CEO and individual team members. The aim is to help the team members identify their professional strengths and weaknesses but also for the team and CEO to be on the same page with regard to the direction of the company. It will also give the CEO the opportunity to recognise an individual team member’s effort and ensure that each team member know exactly what is expected from him / her. We learnt the hard way that it is vital to involve the whole team from the beginning when new processes are implemented, otherwise they feel left out and lose interest like Sharlyn mentioned. Great post, thank you!

]]> By: adowling http://www.hrbartender.com/2009/recruiting/managing-expectations-part-2/comment-page-1/#comment-874 adowling Thu, 21 May 2009 22:57:41 +0000 http://www.hrbartender.com/?p=1462#comment-874 I talked, informally, with a few managers the other day about communicating expectations with their employees. The discussion started on annual performance reviews. I made the statement they should be coaching their employees regularly and nothing in the review should be a surprise. Silence. Nice to know they followed the advice I gave them three months ago. I talked, informally, with a few managers the other day about communicating expectations with their employees. The discussion started on annual performance reviews. I made the statement they should be coaching their employees regularly and nothing in the review should be a surprise. Silence. Nice to know they followed the advice I gave them three months ago.

]]> By: TheHRD http://www.hrbartender.com/2009/recruiting/managing-expectations-part-2/comment-page-1/#comment-873 TheHRD Thu, 21 May 2009 19:44:47 +0000 http://www.hrbartender.com/?p=1462#comment-873 Surely this is about communication? Lets talk and be clear about what we all expect from eachother and what we require from our colleagues. I'm completely in favour (sorry for the spelling but I'm British) of that as a mantra. Surely this is about communication? Lets talk and be clear about what we all expect from eachother and what we require from our colleagues. I’m completely in favour (sorry for the spelling but I’m British) of that as a mantra.

]]> By: Puf http://www.hrbartender.com/2009/recruiting/managing-expectations-part-2/comment-page-1/#comment-871 Puf Thu, 21 May 2009 15:06:20 +0000 http://www.hrbartender.com/?p=1462#comment-871 If we start sharing expections, that will lead to accountability, which will lead to apocolypse! Just kidding, in all honesty if everyone excercised or even possesed common sense, HR would not be needed. If we start sharing expections, that will lead to accountability, which will lead to apocolypse!

Just kidding, in all honesty if everyone excercised or even possesed common sense, HR would not be needed.

]]> By: SmartBlog on Workforce » Blog Archive » Today’s bonus tracks http://www.hrbartender.com/2009/recruiting/managing-expectations-part-2/comment-page-1/#comment-870 SmartBlog on Workforce » Blog Archive » Today’s bonus tracks Thu, 21 May 2009 13:25:38 +0000 http://www.hrbartender.com/?p=1462#comment-870 [...] How well do you manage workers’ expectations? [...] [...] How well do you manage workers’ expectations? [...]

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