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Training Tip of the Month
October 1999
Setting Job Expectations
In the fourth quarter of 1999, the training tips will focus on different aspects of "Team Building and Performance Management." As a trainer, you are often responsible for working with the supervisor to manage performance, and in some companies to help build teams. This month the tip will focus on the topic of setting job expectations.
Setting job expectations is a critical step in creating a situation in which an employee is likely to succeed. It lets the employee know what is expected of him/her, and sets the tone for his/her employment. Setting expectations can avert problems which may later arise stemming from miscommunications and resulting in dissatisfaction.
Setting job expectations begins when a prospective employee is interviewed. While you may not personally be involved with the interviewing process, you may be able to arrange to conduct training for the people who do this. You can help them to understand that misrepresenting a job to a prospective employee is an unwise thing to do, as it often results in disappointment, and what will be perceived as a "bad attitude" on the part of the employee. You can help them to know what types of things need to be conveyed to properly set a positive tone for future employment. Some of these will be discussed in this tip.
Setting job expectations continues at the orientation phase of training. While conducting orientation training, be sure to do the following things to help new employees to get off on the right foot.
 | Explain the importance of GMP in your company right away. When new employees truly understand the importance and intent of GMP, they are more likely to comply with the letter and the spirit of the regulation, thereby improving quality and compliance at your company. |
| Give an overall description of the job, and what will be expected. |
| Make sure the employee understands timelines and deadlines of projects he/she will be working on. |
| Don't forget to cover items of personal importance (personal phone calls, breaks, lunch, etc.) |
| Provide resources (e.g. SOP's, someone who will be available to answer questions or help). |
| Set a specific time when an initial performance evaluation will take place to provide feedback to the employee on how well they are reaching these expectations. |
When you have explained these things, make sure that you have the employee repeat them back to you to verify understanding. Answer any questions that may come up, and solicit any further questions.
Upon completion of orientation, the employee should have a good idea of what will be expected. However, the job of setting expectations should become an on-going responsibility shared by you and the supervisor as job roles change. As you conduct reinforcement training or new skill training, you must continue to set expectations. Employees who know what is expected of them are most likely to accomplish the goals set for them.
