Job priorities, accountability and potential for growth and advancement should also be discussed.
Once a candidate is hired, it’s important to provide this information again in various forms, such as during an introductory meeting with a manager and a handful of co-workers.
A “welcome” packet, employee manual and other printed material is helpful to reinforce some of these expectations.
Whether an employee is brand new or a veteran, managers must strive to create an environment where questions are welcomed. Good people need to know they can always ask a manager to clarify expectations.
When good people are asking questions about expectations, it means they are concerned about getting results, too. If a manager doesn’t hear anything, it doesn’t mean things are rosy. And by the time you do hear the news, it may be too late to fix.
Practice communicating expectations early and often, and relating how those expectations fit into overall organizational goals.
Remember: Good people want to feel they are a part of something special – and “special” things are worth talking about!
DIGGING DEEPER
Keeping good people isn't an accident. It takes good managers who know how to create an environment that employees see challenging.
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