Most workers seek little guidance from their employers, according to a recent study, they do not know what to expect from them at work. Research authors believe that when employees do not have a clear understanding of what is being asked of them, they are less committed to the job.

Although there are 12 elements of employee participation, the study authors suggest that setting clear expectations can be the most “fundamental”.

“The hope, or lack thereof, has the power to make or break the worker’s commitment,” the study authors wrote. “Even if employees feel energized and motivated, those who lack a clear hope and spend a lot of time doing the wrong things can not advance the main initiative to create value for an organization.”

The study revealed that employees of all ages wanted clear expectations. Throughout the generations, workers who fully agree that their employers are working with them to set performance goals are almost eight times more likely to participate than those whose bosses can not determine their goals, he found the study.

“All workers, regardless of age or stage of their career, want to know what is expected of them at work,” the study’s authors wrote. “And the lack of clear expectations can cause anxiety and confusion in workers.”

The studies suggest several tips to set expectations for his employees:

Cooperate. It is important for managers to get input and agreement on employee expectations. Researchers believe this will make the more workers invest in their expectations, which will ultimately result in more success.

Be clear , that employees do not have to guess what their bosses expect from them. Managers need to explain clearly and clearly what they need from their workers.

Set bar high. Most employees are not interested in doing only the minimum number of jobs to succeed. Managers can get the most out of their people by basing expectations on what works best.

Customize it. Set expectations that focus on the strengths of each employee. Getting workers to focus on using their strongest talents will improve performance and commitment, says researchers.
Previous research has shown that when employees focus on tasks that best suit the strengths, sales, profits, employee engagement and increased customer engagement, and turnover slows down.

“After focusing on the right goal with clear expectations, managers can release the greatest employee performance by focusing on their strengths,” write the study authors.

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