From the moment an employee is hired, everyone has expectations. An employer will expect the employee to do the job they were hired to do. The employee expects to be given a meaningful introduction to the business and their role, to be paid well and if the employee exceeds the employer’s expectations, an opportunity to be promoted and receive a pay rise.
I can only guess how many employment relationships end because an employer and employee aren’t communicating their expectations of each other. Savvy employers have a genuine interest in their employee’s wellbeing and provide coaching and feedback on performance so they frequently discuss the status of the employee’s progress toward achieving business and personal goals.
Employment relationships end for many reasons but many end for want of a conversation and because the parties have not been clear in their expectations of each other, or one may have unreasonably high expectations that are simply unachievable.
Like any relationship, an employment relationship requires honesty, good faith and expression of hope for a future relationship and that all starts with an understanding of what both parties expect from each other.
So why is it so tough for employer and employee to talk about their expectations? Perhaps it is the challenge of also having to articulate what is not working.
When an employee first starts in their job, the employer will provide a job description or a list of duties that describes what the employee is expected to do on a regular basis but it doesn’t always tell the employee how an employee is meant to do it. It is here when the employment relationship can struggle.
Section 3 of the Employment Relations Act 2000 notes the objective of the act is “to build productive employment relationships through the promotion of good faith in all aspects of the employment relationship environment…” and then goes on to mention “by acknowledging and addressing the inherent inequality of power in employment relationships” reflecting the employee’s dependence on the employer to communicate their expectations in order to maintain a harmonious and productive working relationship but that requirement cuts both ways.
What does setting expectations involve? At the job interview, it means employers should give a “warts and all” job preview and talk about the challenges that are affecting the business. Similarly employees should be open about their expectations even discussing their support needs for a medical condition if it might impact their ability to do the job.
If a valid trial period is part of the employment agreement, then both parties should be talking about what is going well or not in a timely manner and the same should occur during regular performance review and coaching discussions after the trial period has concluded.
It is even more important when both parties are talking about their hopes for the future. There is nothing wrong with an employee saying, “I am struggling and I need time away from the business” or perhaps that they want to take a less substantial role in the business where the opportunity is available. So come on people, talk!
Greg Cateley | People & Culture Specialist