Let's be real: managing a team can feel like herding cats, especially when expectations aren't being met. You might find yourself wondering, “Did I not explain this clearly?” or “Why can't they just do what I asked?” But before you throw your hands up in frustration, let's break down the anatomy of expectations and how to get everyone on the same page.

Instructions vs. Expectations: They're Not the Same Thing

First things first, let's clear up a common misconception: instructions are not the same as expectations. Telling someone to “run production” is an instruction. Explaining the specific steps, timelines, quality standards, and desired outcomes is setting an expectation.

Think of it like baking a cake. The recipe is your instruction, but your expectation is a perfectly baked, delicious cake. You can't just hand someone a recipe and assume they'll know how to bake it to your liking. You need to clarify your expectations every step of the way.

The Devil's in the Details (and the Agreement)

This is where things often go wrong. We assume that our team members know what we want, or we fail to get their explicit agreement on the specifics of the task. This can lead to misunderstandings, missed deadlines, and subpar results.

To avoid this, be as specific as possible when setting expectations. Don't just focus on the outcome; break down the process into smaller steps and ensure that everyone understands and agrees on each one. This might feel tedious, but it's crucial for avoiding those “Wait, that's not what I wanted!” moments.

The Follow-Up Factor

Setting clear expectations is just the first step. You also need to follow up regularly to ensure that everything is on track. This doesn't mean micromanaging; it means checking in at agreed-upon intervals to see if there are any questions, roadblocks, or deviations from the plan.

Remember, even the best-laid plans can go awry. By following up regularly, you can catch problems early on and course-correct before it's too late.

The Culture Connection

Finally, let's talk about company culture. If your team members are afraid to speak up when they're unsure about something or when things aren't going according to plan, you've got a cultural problem.

Creating a culture of open communication and psychological safety is essential for managing expectations effectively. Encourage your team members to ask questions, raise concerns, and share feedback without fear of judgment or reprisal. This will not only improve the quality of their work but also foster a more positive and productive work environment.

The Bottom Line

Managing expectations is not rocket science, but it does require effort and intentionality. By being specific, getting agreement, following up regularly, and fostering a culture of open communication, you can set your team up for success and avoid the frustration of unmet expectations. Remember, a well-managed team is a high-performing team. So, take the time to invest in your team's success, and you'll reap the rewards in the long run.