As a manager, you need to clearly let your employees know what you expect of them. When expectations have not been met and you have already coached the employee’s performance, and have not seen measurable performance; the next step is to put your expectations in writing. This is where a letter of expectations comes in.
Putting your concerns and expectations in writing for employees is the best way to address employees’ job performance or behavior concerns or both.
A letter of expectations is an official document that is designed to help the employees succeed. Expectation Letter helps your employees have in writing just what you want from them as a letter. This letter is a way to start fresh when you think things are not working and need to be changed.
You should communicate expectations with your employees as clearly as possible. Also, you can use project management software like UBS PMS to track employees’ performance in order to see how your employees respond to the new expectations.
To ensure that the LOE is an effective tool in supporting employee success and it adheres to the legal recommendations, we have gathered a list of guidelines to create a letter of expectation for your employees.
Whether you acknowledge it or not, communication is an integral part of a leader’s success.
Communicating expectations effectively is a critical element of what it takes to be a great leader. Without clear communication, your employee would not be able to know in which direction to go.
But it isn’t as easy as it seems. One survey from Harvard Business Review found a severe gap in communication between managers and employees. 91% of the employees said ineffective communication prevents great leadership. However, by proper analysis, and with UBS HR Toolkit’s Letter of Expectation format, you can have a clear path to communicating your expectations.
Most of us view communication skills as simply that—skills that need to be developed, practiced, and invested in. Companies are moving quickly in the current environment.
Numerous companies are swiftly changing their priorities in order to respond to shifting personnel, employment, and economic conditions. A flexible and adaptable workforce is more crucial than ever, which implies that communication is as crucial.
Section 1 – Describe the action that is being taken and the misconduct or performance issue with the employee.
Section 2 – Clarify your expectations in the letter of expectations.
Section 3 – Inform the employee regarding the FMLA Rights.
If you are a manager, employees expect your guidance and mentoring. You should be a strong leader who should be able to provide guidance and direction to his team members. They expect you to help them achieve their goals, meet targets, and accomplish their tasks in the shortest possible time frame. Also, you must give them honest feedback.
Effective expectations should be:
The purpose of an LOE (Letter of expectation) is to communicate expectations, provide guidance, and avoid future misunderstandings. This letter should be clear and specific about responsibilities and accountabilities. LOE is not considered a disciplinary letter. It should not contain the specifics of the situation, behavior, or any activity.
Talk to your site manager or regional manager about your issues regarding the employee’s performance to decide whether more coaching, an LOI, LOE, or a PIP is necessary.
Hopefully, the above blog will help you understand what a letter of expectations is and how you can write one.
By setting up the expectations clearly, you are helping your employees be more productive and put their minds at ease. Download the letter of expectation template from the UBS HR Toolkit, this will reduce your work to an extent.