Devoted to Managers and those that seek to improve their management skills

One mistake that is made over and over again in large and small companies is the clarity of expectations that is essential for an employee to succeed in their position.

Now it is the responsibility of any good manager to make sure that expectations of its employees are clearly communicated. There are usually two problems involved.

One. You usually hand the job description to an employee and feel that the job is done. The main problem there is that many times what the job description says, and what is in reality done in the workplace, is two different things. Usually the employee in a very short times throws the description out and gets into the job.

Now the second, and I think, larger problem is in performance reviews. In my estimation, they are conducted 12 months too late from the beginning of an employees hire. What needs to be done before an employee really even hits the job, is to take the performance evaluation form you will use for the evaluation, and go over it thoroughly with the employee from the date they are hired.

This leaves no room for confusion of what is expected and what the job entails. Then when they go about doing their job, they will know that even when things go away from the core of their purpose, they can work toward moving back on what is the key purpose and function of their job.

In a sense you doing a performance evaluation before they work. This is a great way, from the very beginning, to communicate clearly what is expected and required. Other managers or team leaders need to specifically know what these are to so that they can help the employee achieve success.