Why Stale Expectations Are Quietly Undermining Your Team
Many leaders assume that setting expectations once is enough, believing that if they communicate clear goals at the outset, their teams will operate smoothly over time.
However, in today’s fast-evolving workplace, this assumption leads to misalignment, confusion, and disengagement.
Jorge Loebl, senior coach at Revolving Change, explains this leadership gap:
“We set expectations now for this period, but we don’t always consider the conditions of change. What are the things that are changing that will make us go back and look at the expectations we have agreed and set? Are our products changing? Is our technology changing? Are our processes changing? Maybe we are entering new markets?”
These external shifts, along with internal shifts like new generations joining the workforce, mean that expectations need to be revisited on a regular basis.
If leaders fail to reset expectations as business conditions evolve, they risk creating uncertainty, miscommunication, and performance roadblocks.
Key Moments That Demand a Team Expectations Reset
Workplace dynamics are in constant motion. Leaders must recognize the triggers that indicate when it is time to reassess and realign expectations.
Key Triggers for Expectation Resets:
- Strategic Shifts: If the company undergoes restructuring, leadership changes, or enters a new market, expectations should be redefined
- Technology and Innovation: The adoption of AI, automation, or new software often reshapes roles and responsibilities
- Remote and Hybrid Transitions: As companies shift between in-office and remote work models, expectations regarding collaboration, accountability, and communication must evolve
- Cultural and Generational Shifts: As Loebl highlights, today’s workforce spans multiple generations, from Gen Z to Boomers, each with different approaches to communication and work ethics
- Stakeholder Pressure: Leadership must reset expectations when shareholders, customers, or external regulators impose new demands
- Performance and Engagement Decline: If teams struggle to meet objectives, a disconnect between leadership expectations and workforce reality could be the cause
What Happens When You Don’t Reset Expectations
Failing to realign expectations in a rapidly evolving business environment has serious consequences.
Loebl emphasizes the impact of misaligned expectations on leadership performance and team dynamics:
“The worst part is when shifting people from one model to another. That is where expectations need to be revisited and reset because many things will change. The mindset of management will change, and so will the mindset of the employees. If leaders do not acknowledge this shift, they create resistance and misalignment instead of clarity and engagement.”
Key Risks of Failing to Reset Expectations:
- Declining Productivity: Employees operate under old assumptions, leading to inefficiency and unclear priorities
- Workplace Conflict: When teams and leadership have different expectations, miscommunication and frustration escalate
- Low Employee Engagement: When employees feel uncertain about what is expected of them, their motivation and commitment suffer
- High Turnover: If employees feel unsupported or unsure about their roles, they are more likely to leave for a more structured environment
How to Reset Expectations Without Creating Confusion or Pushback
To avoid these challenges, leaders must take deliberate, strategic steps to reset expectations. This process should be structured, transparent, and feedback-driven.
At Revolving Change, we use our Discover, Design, Deliver (3‑D) process to guide this work.
Discover the Disconnect: Spotting Gaps in Team Expectations
Leaders must start by assessing the gaps between existing expectations and current realities.
Key Steps in the Discovery Process:
- Assess Business Shifts: Review any external and internal changes affecting company operations
- Audit Team Alignment: Engage managers and employees in discussions about unclear or outdated expectations
- Analyze Performance Metrics: Identify where teams are struggling due to outdated or unrealistic expectations
- Gather Employee Feedback: Conduct surveys, hold team meetings, or use one-on-one check-ins to gauge employee perspectives
Loebl stresses the importance of feedback loops in expectation resets:
“Feedback mechanisms are absolutely fundamental to the expectations resetting process. Leaders need to ensure that employees feel comfortable saying, ‘I understand this expectation,’ or, ‘I do not understand it,’ or even, ‘I cannot fulfill this expectation.’ Without this dialogue, leaders are simply issuing mandates, not setting expectations collaboratively.”
Design the Reset: Make Expectations Clear, Fair, and Actionable
Once leaders identify the disconnects in expectations, the next step is structuring the reset effectively.
How to Structure the Expectation Reset Process:
- Clarify New Expectations: Expectations should be concise, specific, and aligned with current business objectives
- Ensure Two-Way Communication: Leadership must explain the changes transparently while giving employees a chance to voice concerns
- Set Up Feedback Systems: Establish ongoing review mechanisms, such as quarterly check-ins or structured surveys, to track alignment
- Account for Cultural and Generational Diversity: Leaders should tailor their communication styles to the diverse needs of their teams
Loebl warns against rushing the process:
“One key element in expectation resets is taking your time. Don’t push it through too fast. Sometimes, to get somewhere fast, we need to go slow. That means giving people time to absorb new expectations and adjust accordingly.”
Deliver the Reset: Embed Expectations into Daily Team Culture
Once expectations have been reset, leaders must embed them into daily operations to ensure lasting impact.
Steps to Implement and Sustain New Expectations:
- Integrate New Expectations into Performance Reviews
- Regularly assess whether teams are meeting the newly defined expectations
- Monitor Progress with KPIs
- Set measurable goals to evaluate how well expectations are being met
- Train Managers to Reinforce New Expectations
- Provide leadership teams with coaching and tools to ensure consistency in messaging
- Encourage a Culture of Continuous Adaptation
- Foster openness to change, making expectation resets a regular business practice rather than a reactive fix
Loebl emphasizes that leadership is not about mandates but about alignment:
“Proper expectations management is not just assigning work. It’s not saying, ‘I told you what I expect.’ That’s a mandate, not an expectation. The key is having a process where teams and leadership agree on what’s expected of each other, how they will communicate, and how they will navigate change together.”
Final Thought: Leadership Requires Ongoing Expectations Refinement
Expectations are not static mandates. In today’s dynamic business environment, leaders must continuously evaluate, communicate, and realign expectations to ensure their teams remain engaged and effective.
Key Benefits of Proactively Resetting Expectations:
- Greater clarity and alignment across teams
- Stronger engagement and motivation among employees
- Higher adaptability to market and organizational changes
- A culture of resilience and strategic growth
Ignoring this process leads to confusion, disengagement, and organizational friction.
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Clear expectations, stronger teams
If your team is stuck in confusion or underperforming despite their talent, outdated expectations could be the cause.
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