Communicating with Employees

"Many supervisors believe that motivated employees should be able to figure out on their own what’s expected of them.  But it doesn’t work that way.  Studies have found that only about one person in five is a good observational learner.  That leaves the great majority of us who need some teaching and direction."  This is an observation of Albert Bernstein and Sydney Rosen in Work and Family Life (March 2011).  They offer these strategies for effectively communicating expectations:

"Be clear in your own mind what you think the person ought to know and what you want her or him to learn.  Let the person know in advance what is expected.

"Be specific.  Do not assume that everyone will know precisely how a particular task should be done.  Even for what seems like a routine job, it’s a good idea to illustrate your expectation of how it should be handled.

"Confirm that you were heard.  When you are talking, make sure others are listening and that you’re all on the same wave length.

"Communicate your priorities even if you think a person should know them already.  Break down complex assignments into manageable chunks.  Encourage people to ask questions.  If you are instructing a new person on the job, check back from time to time to make sure your directions were understood.

"Emphasize behaviors.  Accept that we all bring our different attitudes to the workplace.  Don’t try to change the way people are.  Just show them what you want them to do, and explain why the task should be done this way.  Shine a light on “unspoken rules” in your workplace."

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