What do managers expect from their employees?

Estimated reading time: 6 minutes

There’s an old saying that employees don’t leave organizations, they leave bad managers. On some level, that still holds true. An employee’s relationship with their manager can make or break their career experience.

But that means managers and leaders in the organization need to be equipped to deliver a good employee experience. Here are seven things that every manager and leader should be able to do.

1. Acknowledge your biases
2. Teach your employees how to manage up
3. Run a good meeting
4. Create actionable goals
5. Communicate effectively in writing
6. Coach an employee’s performance
7. Be a good follower

It’s important to know the limits of your skill level in each of these managerial competencies. To do that effectively, we need to examine a little more about each one.

Acknowledge your biases.

First things first. Managers and leaders need to be fair. One of the most challenging aspects in recruiting and performance management is overcoming biases. A bias is defined as “a prejudice in favor of or against someone or something”. While all biases are not negative, biases can have a negative impact on employees and the team.

Candidates expect to be evaluated fairly during the interview process. Employees expect their performance reviews to be fair and free of biases. Many different kinds of bias exist. As managers become more aware of their biases, hopefully they will consciously check their thoughts and decisions to ensure they are equitable. This benefits employees, the organization, and the bottom-line.

Teach your employees how to manage up.

Managers and leaders need to know how to get the best performance out of their staff. But employees need to know how to bring out the best in their manager too. Which is why regardless of your position, being able to manage up is necessary. We’re not talking about manipulating the boss. This is about developing a good working relationship. It’s a win for everyone involved.

A really good boss knows enough about themselves to share information about their working style. I love the idea of managers and employees putting together a personal user manual that helps the other person learn more about working styles. In addition, the activity of putting something like this together could help everyone learn more about their own working style too.

Run a good meeting.

Whether you work in an office or remotely, chances are good that you attend a lot of meetings – many of them are routine like staff meetings or safety meetings, etc. Unfortunately, because we do attend a lot of meetings, sometimes the phrase “let’s meet about this” can sound so casual that it might send the message that meetings are easy.

Truth be told, meetings are hard work. At least when they’re done right. In my personal experience, no one minds a productive meeting. They do get frustrated if a meeting is wasting time. The real key to a successful meeting is planning. If you really take the time to plan and prepare, it has a definite impact on attendee participation and the outcome of the meeting.

Create actionable goals.

Whenever I’m challenged to create a goal or action plan, I try to work it into a SMART format (specific, measurable, actionable, responsible, and time-bound). I’ve mentioned before how much I love SMART plans and find it to be a very flexible way to set goals and hold myself accountable.

Over the years, I’ve found the SMART acronym a great way for creating meeting minutes. I can’t think of a better way to document meeting discussions. Using the SMART format for meeting minutes also helps guide the conversation toward key discussions like “We have a great idea here…now who’s going to take ownership for getting it done?” And “Thanks Jose for leading this task, when can we expect it to be completed?”

Communicate effectively in writing.

The average office worker receives 120 emails each day. Even if that number is inflated, I’d like to think no one will argue that people are subject to reading and writing a lot of email. Obviously, email is not a dying and/or dead method of our business communications. Maybe someday it will be, but we’re not there yet.

Given how much email we generate, it’s amazing to me that we don’t have formal written rules on what’s considered to be acceptable or unacceptable. We have structure around the way we draft resumes, write business letters, and use social media. Email? Not so much. And let’s face it, nothing frustrates people more than when others break what are considered the accepted (but not written) rules of email.

Coach an employee’s performance.

The purpose of performance coaching conversations isn’t to punish the employee. It’s to change their performance behaviors. That’s why you don’t want to delay a performance conversation because the employee will think their behavior is acceptable. The longer you wait, the harder the conversation.

None of us likes to have a negative performance conversation. I always try to remember the purpose – it’s to help an employee change their behavior. If the conversation stays focused on helping the employee be successful, then hopefully it never escalates to disciplinary action. And the employee understands that the manager and the company are having this conversation because they want the employee to be successful.

Be a good follower.

Servant leadership was started in the 1970’s by Robert Greenleaf, director of management research at AT&T. Greenleaf’s job was to study how the best leaders emerged in organizations. During the same time, Greenleaf was personally troubled by the student unrest on college and university campuses. So, Greenleaf decided the best way to understand the youth movement was to read a novel that was very popular with the young adults of that time. The novel was “Journey to the East” by Hermann Hesse.

SPOILER ALERT: “Journey to the East” is about a group of people traveling to a new land. Accompanying the group is their servant, Leo, who sings songs of encouragement and takes care of their stuff. During the trip, Leo disappears. The group struggles to stay together and eventually disbands. Several years later, it’s discovered that Leo – the group’s servant – was really their leader.

Inspired by Leo’s character, Greenleaf realizes the key to leadership lies in “serving” (aka focusing on the people you manage) and writes what’s considered to be his most famous essay, “The Servant as Leader”, which outlines ten basic competencies associated with servant leadership. It’s a reminder that’s there is no silver bullet to being a good leader. But if there was, maybe first serving the people around you is it.

It’s takes regular work to be good managers and leaders

This is by no means a complete list. In addition, there are activities that managers and leaders need to do that are related to getting stuff done around the organization. Examples are schedules, budgets, vendor management, and more. Today’s list is focused more on people interactions that managers and leaders do every day.

No one ever said that being a manager and leader is easy. If it was, we would all have an index card in our pocket or sign on the wall that simply said “Do this. That’s it.” This list serves as a reminder of the things we need to help us start our management and leadership journey. Will there be moments when we let our guard down and fall into bad habits? Yes. This list will help us get back on track again.

Image captured by Sharlyn Lauby while exploring the streets of Las Vegas, NV

Managing multiple projects, making sure the team is on the same page, communicating with clients, and ensuring no missed deadlines, a project manager’s job is not easy. 

A manager needs to keep his head cool, focus strong, and distractions minimum while being open and considerate towards his team. A good manager can bind a team together and thus ensure the successful execution of projects. The absence of one can jeopardize the future of a team and cause disharmony thereby derailing projects. 

A recent study by Gallup shows that the most common reason that leads people to leave their jobs is the absence of a supportive and understanding manager.

People often quit their jobs when they don’t have a good working rapport with their manager, no matter how many privileges the job gives. To maintain a healthy team spirit, a manager should address the qualms of the members and constantly push them to do better. 

Understanding both parties’ expectations will help you figure out how to become a better leader and give your employees room to grow and thrive. The expectations of a manager and what employees expect from their managers are discussed in this article.

Why Is It Important To Have Expectations from Managers?

Expectations are cognitive frameworks that define how we and others around us want things to go right now, in the medium term, and the long term. Whether or not an organization’s expectations are aligned has an immediate impact on individual and organizational performance.

Managerial expectations can have an impact on how well leaders execute their responsibilities. Your expectations of yourself as a manager might make you feel proud and accomplished in your profession. Even if projects do not go as anticipated, those in charge of planning and managing the tasks can be certain that they gave it their all and are proud of their job.

A defined set of management expectations is used to provide a picture of what management looks like in a comprehensive quality organization. Some of these expectations are already being met by a large number of people. 

As a company, adopting and maintaining a culture of continual development is of paramount importance. These expectations will assist a company in making the necessary changes to ensure that all the employees are on the same page. 

Some managers may be further ahead in the transformation process than others. As the environment evolves, we must all continue to learn and develop. Management Expectations are a set of statements that indicate what is expected or predicted in the future, rather than what is already happening.

In addition to the expectations, you set for yourself as a manager, the ones who supervise you will have certain hopes from you too. Managers are frequently expected to be approachable, professional, and open by their employees. They may be forced to deal with staff difficulties, but they may always be addressed in a professional and helpful manner. 

5 Expectations Of A Good Manager

We’ve discussed why it’s important to have managerial expectations and how they can turn things around in a team. From team expectations to performance expectations, a manager has to be held accountable for all of them. Now let us dive into the expectations the team and organization have out of a good manager. 

1. Transparency

Transparency in the workplace is essential for fostering a positive corporate culture and ensuring employee loyalty and engagement. Whether you work for a major organization or are nurturing a tiny start-up, this effective leadership strategy could assist your firm in a variety of ways.

Rather than being the sole person responsible for promoting transparency, it would be better if a manager empowers the entire team to uphold the project’s responsibility.

You can win the trust of those you supervise by following the same principles you’ve established for your team and applying them to yourself and your performance. Fostering a culture of transparency also allows for the recognition of accomplishments as well as the correction of errors or mishaps.

2. A Strong Team Culture

Mentorship takes precedence over management in a great team culture. To develop a team’s culture, cultivating leadership will indeed be critical.

A manager must communicate clearly with team members for everyone to be on the same page and for the team to be completely transparent. A good project manager must develop schedules that are flexible enough for everyone to complete their task effectively, but not too flexible that they become unmanageable.

Finding a group of individuals who are focused on a collective endeavor greater than themselves is a key aspect of creating a successful team. To develop a strong team, you must give them a concrete vision and a compelling purpose. 

3. Appreciation And Recognition

A survey by SHRM Globoforce shows that organizations that have recognition programs in place for their employees experience 28.6% lower frustration levels than those without. 

Recognizing employees is a crucial component of a manager’s job. Take the time to appreciate the work they accomplish and how they contribute to the team. The people you manage will carry out the tasks you set for them and keep your department running smoothly. Many employees have grown accustomed to receiving praise for their efforts, but even those who do not expect it will value real praise.

It isn’t just about success and achieving goals that should be celebrated. A strategic recognition program can help you effortlessly recognize micro-moments along the way, such as great work, taking on new responsibilities, or going above and beyond for their team.

4. Accountability

Accountability enhances work relationships, increases job satisfaction, and allows teams to collaborate more efficiently. Workplace accountability is critical to the quality of the output that employees produce. It’s also crucial for fostering strong and healthy working connections.

Accountability in the workplace helps ensure every member of your team pulls their weight without relying on others to get the work done for them. If management doesn’t hold employees accountable for their actions, it creates an unfair working environment for employees with the motivation to complete projects on their own. 

Holding each other accountable at work helps to accelerate performance, makes team members consistent, promotes satisfaction, establishes trust, and promotes a good work culture. 

5. Communication

Communication is one of the most pressing issues in the workplace. Ineffective or absent communication can have serious consequences for a project’s outcome and the organization as a whole. A crucial element in making a cake is flour, and good communication is a key factor in business. 

Workplace communication is essential for any project or endeavor, whether you are working alone or in a group. Across a broad array of industries, the COVID-19 pandemic has resulted in major changes in work and workplace communication. More companies are managing the process of effectively moving from in-person to virtual operations.

Due to the epidemic, working from home has become the chosen mode of working for businesses across the globe. The way people communicate and the role of workplace communication is indeed being redefined as a result of this rapid digital transition.

Tips To Meet Managerial Expectations

A manager is in charge of the team and is responsible for the people who work for them. Expectations are often placed on you as the team leader and the employees who report to you as a manager.

1. Give constructive feedback: It’s critical to provide frequent and high-quality feedback to your employees. This will benefit both parties because your team will feel more aligned, productive, and effective. As a manager, you’ll have peace of mind knowing that your team understands their responsibilities and that each team member feels comfortable approaching you for feedback.

2. Effective time management: When you are a manager, time management is vital because it allows you to organize your workday so that you may grow your business while maintaining a healthy work-life balance. You’ll need to be more organized than ever before, which involves:

• Continuous planning.
• Blocking time in your calendar.
• Setting reasonable objectives for yourself, given the time limits you now face.

3. Motivate your team: When your employees are motivated, they are more engaged in their work, which has a good impact on the team’s output. When you’re a manager, you have a stake in the quality of your team’s work, but you also have a responsibility to help them be happier at work. 

Motivating your employees is an essential part of being a good manager and completing your responsibilities. Each of your employees has their own set of abilities, interests, and talents, so finding these and encouraging them to use them to benefit the company and the team will be a fantastic source of inspiration.

4. Set achievable goals: Teamwork in the workplace is based on everyone having the same goals and expectations. Working for a similar purpose can bring people together, engage them in the task at hand, and energize the process. When it comes to things like remote working, this is especially vital.

Having too much pressure to meet expectations, on the other hand, might have the opposite impact, leaving employees exhausted and frustrated. As a result, having attainable goals that the entire team can work towards is critical. Similarly, each member should be responsible for creating their personal goals, leading to accountability, growth, and professional advancement.

5. Communicate effectively: A successful team is built on open and honest communication. This is true whether we’re meeting in person or online because it helps us develop the interpersonal skills needed for efficient teamwork. Everyone is kept informed and in the loop through sharing ideas, points of view, information, and expertise.

For managers and leaders, this includes conveying clearly what needs to be done, what recent successes have been achieved, and which areas require additional emphasis and attention. Giving and receiving feedback, discussing ideas, and listening to one another are all part of communication.

6. Master the art of delegation: Any effective manager or team leader must know which jobs they can handle themselves and delegate to their subordinates. It’s crucial to leave your ego at the door and accept that there aren’t any great managers who can do it all, no matter how big or small the task at hand is. 

To evaluate which employees are best suited for the duties at hand, consider your team’s talents and most prominent strengths. Of course, some tasks will remain on your to-do list, but anything that falls outside of your scope should be delegated and given to your team.

Summing Up

It’s difficult being a manager. There always seems to be a million things to think about, a million things to get done, and a million methods to manage people. As a manager, you will come across people who have very different perspectives on work and life than you do. Understanding the distinctions among individuals around you can assist you in creating a more diverse and influential team.

Have the confidence to know that with a little time, trial and error, you’ll get to where you need to be. 

Good Luck!

Vartika Kashyap

Vartika Kashyap is the Chief Marketing Officer at ProofHub and has been one of the LinkedIn Top Voices in 2018. Her articles are inspired by office situations and work-related events. She likes to write about productivity, team building, work culture, leadership, entrepreneurship among others and contributing to a better workplace is what makes her click.