How can you ensure your team knows the consequences of missing expectations?

1 Define the consequences

The first step is to define the consequences of missing expectations in advance and communicate them to your team. The consequences should be relevant, proportional, and consistent with the nature and severity of the expectation. For example, if the expectation is to submit a weekly report by Friday, the consequence of missing the deadline could be a verbal warning, a written warning, or a performance improvement plan, depending on how often and how late the report is. You should also explain the rationale behind the consequences and how they relate to the team's goals and the organization's values.

2 Track the progress

The second step is to track the progress of your team members and provide them with regular feedback on their performance. You can use various tools and methods to monitor their work, such as dashboards, checklists, meetings, or reports. You should also acknowledge their achievements and recognize their efforts when they meet or exceed the expectations. This will help them feel motivated and valued and reinforce the positive behavior. On the other hand, if you notice any issues or gaps in their performance, you should address them as soon as possible and offer them guidance and support to improve.

3 Implement the consequences

The third step is to implement the consequences of missing expectations in a fair and respectful way. You should follow the procedures and policies that your organization has in place and document the actions you take. You should also communicate the consequences to your team members in a clear and constructive manner and explain how they can avoid them in the future. You should avoid being harsh, punitive, or personal and focus on the facts and the impact of their performance. You should also give them an opportunity to express their views and concerns and listen to them with empathy and openness.

4 Review the results

The fourth step is to review the results of the consequences and evaluate their effectiveness. You should measure the changes in your team members' performance and behavior and see if they have met the expectations or improved their skills. You should also solicit their feedback and opinions on the consequences and how they have affected their motivation and satisfaction. You should celebrate their progress and success and reward them accordingly. If the consequences have not worked or have caused any negative outcomes, you should analyze the reasons and adjust your approach accordingly.

5 Learn from the experience

The fifth step is to learn from the experience and use it to improve your supervisory skills and your team's performance. You should reflect on what worked well and what did not work well in setting, communicating, monitoring, and enforcing the expectations and the consequences. You should also identify any gaps or challenges that you or your team faced and how you can overcome them in the future. You should also share your learnings and best practices with your team and other supervisors and seek their feedback and suggestions to enhance your delegation and decision-making skills.

6 Update the expectations

The sixth step is to update the expectations and the consequences as needed and communicate them to your team. You should review the expectations and the consequences periodically and make sure they are still relevant, realistic, and aligned with the team's goals and the organization's values. You should also consider any changes or developments that may affect your team's performance, such as new projects, new technologies, new regulations, or new customers. You should involve your team in the process of updating the expectations and the consequences and seek their input and buy-in.

7 Here’s what else to consider

This is a space to share examples, stories, or insights that don’t fit into any of the previous sections. What else would you like to add?