This employee retention speaker and employee retention expert listen to employers all the time about the fact that, oftentimes, new employees don’t live up to the expectations they have for these new employees. Then, when this employee recruitment expert probes further he usually finds out the employer has not clearly laid out the expectations or not laid them out at all for the newbie. This being the case, there is a strong likelihood the employee will not meet those expectations. Setting expectations early should be a part of your employee retention strategy.
This employee retention trainer and “headhunter” finds himself starting that discussion with potential candidates early on in the recruiting process. Out of fairness to the candidate, I think the candidate should know how you will judge success in the role they are under consideration for. Every employer and boss should tell the candidate the three things they will judge success on by the time the newbie hits the six-month mark. That way, the manager can have ONGOING discussions with the newbie during the first six months. If the boss doesn’t have the discussions, the newbie can ask, “How am I doing on the three measures of success?” This is important because most employees want ongoing feedback instead of the old once per year evaluation. Also, setting expectations is important if you Care about your people and have a desire for them to succeed. This is a part of the C.R.A.P. Philosophy (Caring, Respect, Appreciation, and Praise)
The other reason setting expectations is so important is that many young people have NEVER had anyone set expectations for them. This is the case because of the philosophy many parents have adopted of not wanting to destroy the “self-esteem” of their kids if they fail. Those parents have done their kids a major disservice. When the kids enter the workforce, many are used to having no expectations set for them. As their boss, you may be the first person who has ever set expectations for them. This can be a rude awakening. That’s why it’s crucial to talk about the job expectations even during the interview process and tell the prospective employee, “These are my expectations.”
Remember…Give Your Employees C.R.A.P.® (Caring, Respect, Appreciation, and Praise) Why? Because C.R.A.P. Works!
Are you concerned with the level of employee retention in your organization? If so, call me at 414-305-9626 or email me at email@example.com to find out how to Give Your Employees C.R.A.P.®, hear more about the C.R.A.P. philosophy, AND find out how this philosophy can reduce employee turnover by 40-80%.