Work Management

Six steps for expectation setting with the stakeholders
1. Describe the jobs in terms of major outcomes and link to the organization’s need
The first step in expectation setting is to describe the job to the employees. Employees need to feel there is a greater values to what they do. We need to feel out individual performance has an impact on the organization’s mission.
Answer this question: My work is key to ensuring the organization’s success because…
While completing the answer link it to
- Job Description
- Team and Organization’s need
- Performance Criteria
2. Share expectations in terms of work style
While setting expectation, it’s not only important to talk about the “what we do” but also on “how we expect to do it”. What are the ground rules for communication at the organization?
Sample ground rules
- Always let your tam know where are the problems. Even if you have a solution, no one likes surprises.
- Share concerns openly and look for solutions
- If you see your colleagues doing something well, tell them. If you see them doing something poorly, tell them.
Sample work style questions
- Do you like to think about issues by discussing them in a meeting or having quite time alone?


3. Maximize Performance - Identify what is required to complete the work: Supervisor needs / Employee needs. Set input as well as output expectations
In order to ensure employees are performing at their best, the supervisor needs to provide not only the resource (time, infrastructure, desk, recognition etc.) but also the right levels of direction (telling how to do the task) and support (engaging with employees about the task).
4. Establish priorities. Establish thresh holds and crisis plan
Use the time quadrant to establish priorities. Refer to earlier session.
5. Revalidate understanding. Create documentation and communication plan to establish all discussion
When you are having a conversation about expectations with stakeholders, you’re covering lot of details so you’ll need to review to make sure you both have a common understanding of the commitments you have made.
6. Establish progress check
No matter how careful you have been in setting expectations, you’ll want to follow up since there will be questions as work progresses.
Schedule an early progress check to get things started the right way, and agreed on scheduled/unscheduled further checks. Acknowledge good performance and point your ways


3. True or False? Always check to make sure there is a common understanding of expectations.
a. True
b. False
4. True or False? Try not to ask too many questions while setting expectations.
a. True
b. False
5. True or False? Employees need to know what tasks to do and how to communicate, appreciating work styles.
3.2.2: Check Your Understanding


a. True
b. False
6. True or False? Employees do not need to know how their work contributes to organizational results.
a. True
b. False
7. True or False? Employees need to know what their team members performance problems are.
a. True
b. False
8. True or False? Employees how have work style different from the Boss/Peers need to change.
a. True
b. False


Define work and activities:
- What
- How
 Define Stakeholders and participants:
- Whom to serve
- Who all are serving
 Plan, Execute and Monitor


At the end of this unit, you will be able to:
1. Discuss importance of expectation setting
2. Develop understanding on defining activities to be performed, deliverables and yardsticks of
measuring output
3. Create awareness on the common Service Level Agreements