Clear expectations are justice at work.

New managers often avoid setting clear expectations at work with the people who report to them. For all manner of reasons: they might be unclear on what they expect, they might think work expectations are universally understood, they might think that setting expectations is an infringement upon the autonomy of their people. So, they don’t set them or worse, expect their people to read their minds.

 Those reasons are wrought with perpetuating injustice at work. Once you’re clear on what your expectations are, it’s justice (and joy and ease and clarity-filled) to share those expectations with your team. Most times, if you aren’t sharing expectations clearly and assuming that there’s one definition for professionalism at work, you’re only reinforcing the work culture that you were raised in.

Your biggest job as a manager is to create the culture that sets your people up for success. If you aren’t clear on expectations, they cannot do their life’s best work with you.

You can craft your expectations with your people, you can draft them democratically, you can do it alone and share directly, getting their feedback, investment and shared understanding – no matter what, though, it’s the manager’s burden and joy to be explicit about what’s expected.

Need help getting clear yourself? Let’s talk.