“When expectations are not met, it can lead to feelings of disappointment, frustration, and even anger. In some cases, people might become so attached to their expectations that they are unable to see the reality of a situation.” – Elizabeth Scott, PhD.
Expectations are a natural part of the modern work experience. Thus, setting and managing expectations in the workplace, is vital as it ensures employee alignment with company goals, reduces misunderstandings, and improves team performance. This article discusses the importance of establishing clear expectations, the pitfalls of unrealistic ones, and strategies for leaders to promote an effective, low-stress workplace.
Expectations Explained
Expectations are beliefs or assumptions about what is likely to occur in the future derived from personal experiences, cultural norms, desires, or explicit agreements about what a person intends/plans to do.
People naturally tend to link their hopes for the future to specific expectations. In doing so, we expect the world around us to manifest what we hope for, so our reality aligns with our expectations, no matter how unrealistic they may be.
Expectations & Human Evolution
Individual and group expectations are ingrained in human evolution because they help us predict the future and allow us to take action as required. For example, if we expect it to rain, we naturally look for ways to stay dry. Even so, attachment to those expectations can be a source of our suffering when we are unable to attain them.
In short, expectations are a powerful force within us. They influence our perception of events, people, and even ourselves. These beliefs shape our perspective, guiding our actions and reactions. From personal relationships to career aspirations, expectations play a pivotal role in how we navigate our daily lives.
What does it Mean to Manage Expectations?
Managing expectations is the process of setting, communicating, and maintaining realistic beliefs about what can be achieved within a specific timeframe and taking certain conditions or constraints into consideration. The process requires self-awareness, open communication, and a willingness to adapt personal expectations to align more closely with reality.
On an organizational-cultural level, expectation management is a way of communicating in the workplace. Managers and employees often use this communication process to show when one party is expecting too much from another. Moreover, managing expectations is also a way of communicating standards within a workplace to keep managers, employees, and other stakeholders aligned.
“When we become disappointed or frustrated, it’s often because an experience or situation does not fit our expectations.” – Ray Parker, Psychology Today.
Why is it Important to Understand Expectations?
When employees don’t have a shared understanding of what is expected of them, it is difficult to know how to proceed, what is acceptable and what isn’t. Employees need awareness of what is expected of them so that they can commit, deliver, and focus on performing their duties.
What happens when Expectations are Not Set?
When business sets no expectations, there is no accountability and nothing to take responsibility for. In this case, employees feel unsafe, uncared for, unsure about their role in the workplace. Employees need to know what they are working for and why so they can determine what is expected of them.
Why do Company Leaders Need to Set Expectations?
Setting clear expectations defines how leaders want employees to perform and interact. These expectations are vital since they provide clarity, mutual understanding, and direction to everyone in the company.
Here are four key points of success managers should use when setting expectations in the workplace. Management should:
- Initiate regular open dialogue to address goals, concerns, and updates early.
- Engage team members in collaborative decision-making to build accountability and shared ownership.
- Set realistic goals and timelines, clearly communicating constraints and priorities.
- Document all plans, deliverables, and responsibilities in accessible, straightforward language.
Leaders who take the time to engage their teams and set clear expectations ensure that everyone is aligned toward the same objectives. Mutual understanding of expectations unifies the team as they aim for the same goal.
Why are Unrealistic Expectations an Issue?
Unrealistic expectations can place undue pressure on employees, leading to heightened stress levels. These expectations often stem from social pressures, comparison, or idealized notions of success. Over the long term, the sustained pressure of unrealistic expectations can result in employee burnout, emotional exhaustion, cynicism, and reduced employee efficacy.
“Often, a mirage—unrealistic expectations can promise instant gratification or entice you with perfection. And letting go of them can be difficult.” – Heather Cherry, Forbes.
Signs of Unrealistic Expectations in the Workplace
Here are some possible signs of unrealistic expectations to help managers identify them before they cause damage:
Perfectionism in All Tasks
Issue: Expecting all tasks to be completed without errors is unrealistic.
Solution: To minimize these unrealistic expectations, managers should encourage a focus on continuous improvement rather than flawlessness.
Universal approval
Issue: Expecting that everyone on a team or the organization will always agree or that every decision could be more practical.
Solutions: Managers can prevent the expectation of universal approval by promoting open communication and healthy disagreement.
Fair Treatment in All Situations
Issue: Assuming every situation in the workplace will be fair overlooks external and human factors.
Solutions: Company leaders should encourage employees to be adaptable and focus on what is within their control.
Effortless Teamwork
Issue: Believing that teamwork should function smoothly at all times is unrealistic.
Solution: Managers must create a work culture of problem-solving and collaboration to address challenges.
Emotional Suppression
Issue: Expecting that emotions like stress or frustration should never be expressed can hinder workplace well-being.
Solution: HR managers should facilitate the creation of appropriate outlets for discussing and managing emotions.
Mind-reading Among Colleagues
Issue: Assuming that coworkers should know what others need without clear communication leads to misunderstandings.
Solution: Managers should create an environment where employees feel free to initiate direct and clear (work-related) communication with fellow team members. This aim is to avoid simple misunderstandings and workplace friction.
Conditional Effort or Engagement
Issue: Thinking that commitment or motivation should automatically arise under certain conditions can lead to disengagement.
Solution: Company leaders must set clear, realistic goals and regularly check in on progress.
Understanding the signs of unrealistic expectations is necessary for building a healthy, low stress free work environment. When employees and managers recognize these signs early, managers can prevent undue employee stress and burnout. This proactive strategy leads to more realistic goal-setting and a more harmonious workplace.
“The beauty of life is that our expectations do not always become reality. Life is not meant for us to have expectations, see those expectations come to life, and then repeat. Even though that is important to happen every once in a while, it is not going to happen all of the time.” – Katie Zimmerman, Project Coordinator for The Kim Foundation.
Final Thoughts
Actively managing expectations is important for maintaining a healthy and productive workplace. Managers must prioritize clear communication to prevent misunderstandings and avoid unnecessary stress. Identifying and addressing unrealistic expectations can proactively reduce burnout and enhance team morale. Taking these actions now is essential to creating a thriving and engaged workforce.
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