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Human Resources

Setting Employment Expectations

Without employment expectations, hiring a new employee involves a higher degree of risk for both the company and the individual. After all, how can a business predict that a new hire will become a long-term asset to the company and avoid unnecessary employee turnover?

On the other hand, how can a new employee foresee whether he or she will find the company to be a good fit for their own professional goals? Both sides need employment expectations.

An Investment on Both Sides

When a company hires a new employee, it is making an investment. When a new employee joins a business, he or she also makes an investment. Both entities are hoping for the best, a mutually satisfying venture that optimizes both commercial and personal success.

The path toward achieving fulfillment from this joint venture is paved with employment expectations and goals. Also known as onboarding, establishing this type of prospective agenda would theoretically yield low turnover, high morale and staff loyalty.

In other words, the professional payoff is ideal for both the company and the new employee. This is not an impossible task. However, there are certain factors that must be considered and incorporated to ensure employment expectations for new hires are successfully attained.

Warming Up the Welcome Wagon

Effective employee expectations start with setting the tone of the work environment. For any new hire, the first day on the job is fraught with excitement and anxiety. An authentically warm reception eases first-day jitters and helps set a promising course for high productivity and retention.

According to a Society for Human Resource Management (SHRM) analysis, “the faster new hires feel welcome and prepared for their jobs,” the faster they become valuable to the company. An open and receptive welcome fosters goodwill and good work.

Creating Clear and Realistic Goals

Establishing employee goals that are clear yet realistic helps new hires hit crucial professional benchmarks. In fact, a good portion of goal-setting can be done during the interview process prior to hiring new employees.

When a prospective employee agrees to clarified expectations before becoming an official part of the business team, the implicated goals have already been accepted.

After hiring, employee expectations can be explicitly addressed. According to an article in the Harvard Business Review, employee expectations that are both realistic and challenging are a productive combination.

Employees are only human — and human beings make mistakes. However, people also possess a great capacity for overcoming mistakes and becoming highly proficient. Realistic goals are achievable goals — and those successes can be built upon to accomplish more.

Unilateral Approaches and Appreciations

Positive and proactive communication is the core of every successful working relationship, including those between companies and new employees. Establishing an evaluating system that is consistent and fair fosters a sense of equilateral value.

According to a 2006 report from the Families and Work Institute, positiveness breeds positiveness. When employees understand their value to a business, the feeling carries over into their personal lives, and then comes back to the business. This applies to new hires, as well.

Essentially, a successful company’s backbone is built on good, skillful employees. Infusing a bit of humanism into performance expectations goes a long way toward procuring and retaining them.

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