The Hidden Cost of Static Expectations in a Changing World
Many leaders continue to operate under outdated expectations, assuming that once they set them, they remain relevant indefinitely.
This failure to adapt expectations leads to misalignment, confusion, and disengagement. When employees are unclear about what is expected of them, or when leaders fail to communicate evolving standards, productivity suffers, tensions rise, and teams struggle to collaborate effectively.
Jorge Loebl, senior coach at Revolving Change, describes this issue clearly, noting how leaders often set expectations for a period without reconsidering the conditions of change.
“We look at the period but not the conditions of change. So what are the things that are changing that will make us go back and look at the expectations we have agreed and set?”
He highlights the reality that while leaders may have initially set expectations based on a particular set of circumstances, those circumstances often shift rapidly.
How do you proactively reset workplace expectations to ensure alignment, clarity, and sustained performance?
The answer lies in recognizing when to reset expectations, structuring the process effectively, and implementing sustainable strategies that allow businesses to evolve without chaos.
Why Staying Rigid with Expectations Will Sink Your Team
1. The Business Landscape is Evolving, Are Your Expectations Keeping Up?
Decades ago, setting workplace expectations was relatively straightforward. Job roles were static, processes were stable, and management could rely on consistency.
Not anymore.
Today, workplace expectations are constantly challenged by factors such as:
- Organizational Changes including new leadership, restructuring, and mergers
- Diverse and Multi-Generational Teams with varying communication styles, work ethics, and expectations across Gen Z, Millennials, Gen X, and Boomers
- Hybrid and Remote Work Transitions requiring new performance standards
- External Forces such as industry disruptions, economic shifts, and technological advancements
- High-Stress Environments where employees juggle competing priorities and heightened pressures
Each of these factors triggers the need to reassess expectations, yet many organizations continue to operate on outdated assumptions.
Jorge Loebl addresses this directly, saying:
“In the old days, it was easier to set and keep expectations because things didn’t change as fast as they do today. Today, the pace of change is so fast that it requires this adaptation, this modification, this updating and resetting of expectations on a regular basis.”
How to Reset Expectations Without Losing Alignment or Trust
The key to effective expectation resetting is following a structured framework that ensures clarity, feedback integration, and adaptability.
At Revolving Change, we use our Discover, Design, Deliver (3‑D) process to guide this work.
Discover the Gaps: When and Why Expectations Go Off Track
Expectation misalignment often goes unnoticed until it creates confusion, inefficiency, or conflict.
Leaders must actively identify the hidden signs that signal an urgent need for an expectation reset.
Signs Your Expectations Need to Be Reset:
- Employees express confusion about their roles or responsibilities
- There is increased conflict due to misaligned or outdated expectations
- Teams struggle to meet objectives despite being capable
- Employees feel unheard, disengaged, or unsupported
- There is resistance to change without a clear understanding of why expectations are shifting
Jorge Loebl explains that these misalignments often stem from generational and cultural gaps, particularly in diverse workplaces.
“Our people are changing. We have new Gen Zs joining the company, and we have a lot of Gen Xs running management, and Millennials struggling in the middle. Are we taking those sub-stages into account? Maybe an increased number of female workers and team members are joining. Maybe we are expanding into certain parts of the world where different cultural elements are entering our teams. All these changes require an ongoing review of expectations on a regular basis to decide if resetting is necessary.”
Design the Reset: A Framework for Clarity and Flexibility
Once you identify the need to reset expectations, the next step is structuring a clear, repeatable process.
Communicate the Reset Effectively
- Avoid vague, top-down mandates and use clear, concise, and transparent communication
- Ensure two-way communication, allowing employees to voice concerns and perspectives
- Use the right medium for your organization, whether it be team meetings, one-on-one discussions, or written guidelines
Incorporate Feedback Mechanisms
- Implement structured feedback loops to gauge clarity and feasibility
- Leverage anonymous surveys, town halls, or structured feedback sessions
Build Flexibility into Expectations
- Avoid rigid mandates and instead allow expectations to evolve based on feedback and business needs
- Balance structure with adaptability to accommodate ongoing change
Align Leadership and Train Managers
- Leaders should model the clarity and adaptability they expect from their teams
- Managers must be trained on expectation-setting techniques to maintain consistency
Jorge Loebl emphasizes that feedback plays a crucial role in expectation resets, stating:
“Feedback mechanisms are absolutely fundamental for the expectations resetting process. It is not just about setting expectations, but also making sure the process is dynamic. People need to be able to say, ‘I agree, I understand, I don’t agree, I do not understand, I cannot fulfill that expectation.’”
Deliver the Change: How to Embed and Reinforce New Expectations
A one-time reset is not enough. Sustained success requires embedding these changes into daily operations.
Integrate Expectation Discussions into Daily Workflows
- Include expectation alignment in regular check-ins, performance reviews, and team meetings
- Align key performance indicators and objectives with newly set expectations
Measure Success and Iterate Continuously
- Define key success indicators such as employee engagement scores, productivity metrics, and feedback quality
- Conduct quarterly reviews to assess whether expectations remain relevant
Navigate Resistance to Change
- Anticipate pushback, as employees may resist new expectations due to habit or uncertainty
- Address concerns through transparency, reassurance, and training
Foster a Culture of Ongoing Adaptation
- Encourage employees to be proactive in communicating when expectations need to shift
- Develop a growth-oriented mindset where change is seen as a norm, not a disruption
Jorge Loebl notes that expectation resets should not be rushed, stating:
“There is one key element that plays a role in this process: take your time. Don’t push it through. Sometimes, to get somewhere fast, we need to go slow.”
Final Thought: Expectation Resetting is Not a One-Time Event
Leaders who fail to regularly reset expectations risk leading teams that are frustrated, disengaged, and misaligned.
When done correctly, resetting expectations drives clarity, boosts engagement, and fosters a culture of adaptability, positioning organizations to thrive in a constantly evolving business landscape.
Continue Your Reading Journey:
Explore how expectation resets play out in different leadership contexts:
- For Mid-Level Managers: How Mid-Level Managers Can Reset Team Expectations Without Losing Momentum
- For Entrepreneurs and Business Owners: How Entrepreneurs Can Reset Expectations for Multigenerational, Multicultural Teams
- For Top-Level Managers: The Executive Guide to Resetting Remote and Hybrid Work Expectations
Take Action Today
Resetting expectations isn’t optional anymore
In today’s evolving business landscape, unclear or outdated expectations create misalignment and disengagement.
If you’re ready to lead with clarity and adaptability, join any of our Memberships.