Job Expectations personal stories

Keep in mind that Expectations are written as a mix of specific measurable elements, as well as generalized behavioral elements designed to increase clarity, motivation, and passion about work.

In my post on this topic I gave the example of one expectation, “NO is not an answer”.

I remember one manager as incapable of saying no to his employees, particularly when it came to their salaries. In their minds they were never paid enough so this manager quite often requested a review of salaries in the organization. There is supposed to be a salary structure based on elements of the job (e.g., major job responsibilities; knowledge, skills, abilities required; training and experience required; learning time; complexity of duties; problem-solving skills required). This is spelled out in my post, “What do Job Descriptions Accomplish?”. This idea of salary structure was foreign, as well as unacceptable to this manager since he was a “go along to get along” kind of guy.

Change is a difficult thing for most of us, and when it came to Job Expectations it was real difficult for some. Here are two more examples. One, a positive response, and two, one that isn’t.

When I owned a business in Traverse City I interviewed, and hired a receptionist. I sat down with her, gave her the job description and job expectations and we talked about it (questions, concerns, and acceptability). She agreed, and a few years later when I sold the business she told a friend of mine that I was the best boss she ever had. She realized that with clear and concise expectations along with a clear and concise job description she knew exactly what I wanted her job to accomplish, and how I wanted her to do it.

The not-so-positive response involves an organization where change was “inconsiderate”, and introducing Job Expectations was unacceptable (often made fun of). Some organizations form unhealthy “clicks”, from top to bottom, and are not interested in doing what is best for their employees. They enjoy the status quo.

Whatever the case, if the owner/CEO/president is not interested in improving employee satisfaction, then many employees choose to “quit and stay”, or move on to seek a more satisfying workplace.

Reread my post on Job Expectations to gain a better understanding as to why they are so very important.

Next: Personal stories about, “Who needs Goals?”

Author: maxbinkley

Creator of Leadership to the Max My experience in the military helped set the career path for me in human resources. After the military I worked for The Dow Chemical Company and left there in 1993 to venture out on my own. I purchased a small business, then a franchise then started another business in semi-retirement.

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