Sometimes you will set expectations for a spouse, partner, or child. If you are in management, however, you likely will set expectations for myriad diverse people. When setting goals in those instances, work to appreciate each individual’s personality, work patterns, hobbies, and passions. By having a sense of the person, you will be better able to set realistic expectations. Ask the person:  What work tasks makes you concerned? Which work activities give you energy? What are your work goals? How do your work and personal goals jive with our expectations here?  How can I help you work towards your various goals in a strategic, effective manner? Make sure contracts explain duties thoroughly and the employee's specific role in your organization. Convey job responsibilities to employees. Outline the person’s responsibilities, duties, and purposes.  When making a new request, check whether your request is realistic. Ask yourself whether you can visualize your employee doing what you desire. If the person has done the task previously, your request is likely realistic. When the assignment is something new, consider whether your employee could complete the task with the available time and resources.  If possible, help make the task easier. For example, if you need your employee to write a very important report, give her a quiet office where she can work on the report. Be concrete in your expectations but be flexible in your timeline. Craft a timeline that works for both of you. Offer your assistance when it is possible as well. Meet with your employees to set regular goals. Split projects into smaller sections with each section having its own goals. Set regular meetings at which you can review progress. If people are not meeting your expectations, have an open dialogue with them. People cannot read your mind. In some cases, your expectations might be too high. In other scenarios, it is possible you did not transmit your expectations clearly. Either way, it is best to check in with people regularly about expectations. For example, you might set high expectations for yourself. Maybe you work long hours or are super mom and get everything imaginable done but barely sleep. Just because you have set these sorts of expectations for yourself does not mean you can expect other people to act the same way. Work to distinguish between the expectation you have for someone and the way the person completes the task. If you tend to be a perfectionist, it is very possible you expect perfection from others. This can be seriously damaging to your work and personal relationships. Aim to practice acceptance. When someone (including you) makes a mistake, realize that making mistakes is human. No one is perfect and accepting the flaws of others and yourself will help you be more realistic in setting expectations.  Your employees also will appreciate that you are a more understanding boss. There are limits to acceptance. If an employee consistently does not fulfill his work obligations, it is fully appropriate to have a serious talk with him.
افهم مع من تعمل. كن واضحًا ودقيقًا بشأن ما تتوقعه تأكد من شرح المهام وأدوار الموظفين المحددة في منظمتك بشكل واضح جدًا. ضع أهدافًا وتوقعات موقوتة. تابع مع الناس. احذر من التوقعات المتآمرة. مارس التقبّل بدلًا من السعي إلى الكمال.