Imagine this scenario for a moment: You were assigned to a project or a client with little direction from your manager. You jumped in to tackle this with enthusiasm, doing your best with the limited information you have. You’re working hard and feel you are making progress, but then your manager steps in, redoes your work, and takes over. You are left wondering, “What just happened?”
You might think, “If only they had shared more details or provided expectations upfront, maybe even given feedback earlier.” It’s understandable to feel frustrated or unappreciated in these moments – thoughts like “control freak,” “unrealistic expectations,” and “unappreciated” may begin to take over even as you read this. This is the moment your disengagement begins.
No matter your company level, these situations happen all the time. But what if you could change that dynamic, creating an environment where people feel empowered, informed, and engaged instead?
Companies and leaders who prioritize developing their people—those who proactively set expectations, provide effective feedback, and recognize efforts—stand out. They become the leaders that others want to follow.
Establishing clear expectations ensures everyone is aligned and working towards the same goals. It is about setting people up for success from the start, preventing confusion, and avoiding issues down the line. Here is a checklist to help you set effective expectations:
Feedback is the bridge between intention and action. It’s a powerful tool that helps align your expectations with your team’s efforts. Giving and receiving feedback effectively is one of the most crucial skills for leaders. It builds trust, strengthens relationships, and helps people grow.
When providing feedback, be specific. Take time to spotlight what you feel is going well and point out exactly what you observed. It is not about saying, “Good job” – it’s about clearly showing what you noticed so they can replicate or improve on those actions. Think of it like reviewing game footage: the clearer the picture, the more actionable the feedback.
When given properly, feedback has the power to develop talent, boost productivity, and strengthen relationships. Here’s how to make it impactful:
Focus Your Thoughts: Filter your feedback to be concise and relevant to your expectations. You will want to filter out things that are trivial or unrelated to your expectations.
Point to Specific Behaviors: Instead of a vague “Great job,” try, “I love how you engaged the group before jumping into your presentation. I also liked the way you provided them with that additional information on slide three and then paused for questions.”
Consider the Impact: Explain how their actions affected you or others. This adds meaning and reinforces positive behavior.
Provide a Forward-Looking Perspective: Ask questions like, “How will you apply this feedback in future projects?” to help them make their next steps actionable.
Recognition is a powerful motivator. It boosts employee engagement and productivity and reinforces the company's culture and values. According to Gallup, recognition sends a message about what success looks like, shaping behaviors and creating a culture where people feel valued.
The most effective recognition is:
Remember, meaningful recognition goes beyond a simple thank you. It’s about making people feel truly seen and appreciated. As Maya Angelou said, “People will forget what you said, people will forget what you did, but people will never forget how you made them feel.”
The statistics are clear: the number one reason people leave their jobs is because they don’t feel appreciated. Show your team they matter and watch engagement and loyalty grow.
Imagine if your employees described their work experience with words like “motivated,” “valued,” “important,” and “appreciated.”
That’s the environment you can create by setting clear expectations, giving effective feedback, and offering meaningful recognition. It’s a win-win for your company, your people, and you. Everyone thrives in a culture where clarity, growth, and appreciation are at the forefront.