Setting Clear Expectations for Employees

What are employee expectations?

Employee expectations are the standards of behavior, performance and professionalism that workers are expected to uphold in the workplace. They go beyond job descriptions or annual performance reviews. Sadie Banks, assistant general counsel and human resources consultant at Engage PEO, explained that many factors shape what’s expected in the workplace.

“Industry expectations; internal and external company image; client, customer and vendor relationships; employee knowledge of products or services; company policies and performance; and even social media all play a part in setting expectations for employees,” said Banks.

Belinda Wee, associate professor at Husson University’s School of Business and Management,  noted that every worker is expected to meet certain standards, such as:

• Displaying a respectful and positive attitude
• Working with honesty and integrity
• Representing the organization responsibly
• Performing their job to an acceptable standard
• Maintaining good attendance
• Conducting themselves professionally, even off duty
• Following company policies and procedures when handling issues

Employees, in turn, should have reasonable expectations of their employers, including proper training programs, support, timely and accurate pay, safe working conditions and clear job responsibilities, all consistent with U.S. labor laws. Banks noted that fair communication, access to necessary resources, and recognition for achievements are also reasonable expectations.

Employers may set additional expectations and offer more in return, but the relationship should stay balanced. As Wee explained, “If the employer expects loyalty from their employees but does not reciprocate, this can be seen as unfair and unprofessional. Dealing with employee expectations means the employees must be assessed objectively, reasonably and fairly.”

What are team expectations?

Team expectations are the shared standards of behavior that guide how members work together. Most employees will find themselves working on a team at some point in their careers, and established expectations help groups stay productive and cohesive. Resilient and adaptable teams are built on clear expectations that ensure everyone knows how to contribute and collaborate effectively.

“Team expectations are not the same as team goals,” Wee explained. “Goals are typically tasks that need to be accomplished, whereas team expectations are for the behaviors that occur while the team accomplishes said tasks.”

Here are 10 best-practice team expectations every member should follow and help uphold:

• Respect each other; be courteous and sensitive to everyone’s needs and concerns.
• Take accountability for your own work.
• Stay flexible about job and task assignments.
• Offer help to teammates when needed.
• Ask for help when you need it.
• Work safely and responsibly together.
• Stay open to constructive feedback.
• Be self-motivated and reliable.
• Share ideas for improvement.
• Stay positive and encourage teammates.

What are performance expectations?

Performance expectations are clear standards for how employees are expected to perform and how their success will be measured. They establish accountability, guide behavior and keep everyone aligned with company goals.

Expectations should be communicated early, ideally during the onboarding process, so employees know exactly what’s required and how their progress will be evaluated. SHRM advises organizations to strengthen this process with role clarity, measurable objectives, continuous feedback and open communication. Regular check-ins and milestone reviews help reinforce these expectations and set employees up for success.

Banks explained that performance expectations should always tie back to company objectives. “The overall purpose of having performance expectations is to move toward a specific company goal and create workplace accountability from one employee to another,” Banks said. “It is a method applied by a company to assess the progression and position expectations as performed by individual employees.”

Wee added that expectations must also highlight impact. “Performance expectations include a range of outcomes — for example, the effect of the work on the organization, expectations on level of service rendered to clients and co-workers, and the organizational values demonstrated by the employee,” Wee explained.

How do you communicate and manage expectations?

Once expectations are set, the next step is making sure they’re communicated clearly and managed consistently. Employees need to know not only what’s required, but also why it matters and how their work will be evaluated.

Banks recommends breaking expectations down into attainable objectives, giving employees a chance to ask questions, and explaining the purpose behind each task. Effective employee communication can include regular check-ins and feedback sessions to help keep everyone aligned; for remote or hybrid teams, a culture of continuous feedback and outcome-based assessments is especially important.

Wee pointed out that managers build stronger teams when they stay connected with employees. She recommends discussing projects on a regular basis and holding one-on-one meetings to provide guidance and support. Since not everyone communicates the same way, she said it’s important for managers to adapt their style to each employee.

“To communicate and manage expectations effectively, it is important to know what is expected from the employees and teams and set realistic, reasonable tasks and deadlines,” Wee said. “The success of the organization hinges on having good communication practices, resulting in lower employee turnover.”

How do you measure employee performance?

Once expectations are set, the next step is tracking how well employees are meeting them. Measuring performance helps managers identify strengths, spot challenges early and provide support where it’s needed. A few common approaches include:

• Employee monitoring software: Employee monitoring software gives managers real-time insights into productivity and workflow. They can highlight where expectations are being met and where adjustments may be needed.
• Performance reviews: Regular reviews provide an opportunity to give feedback, recognize achievements and set new goals. Framing them as two-way conversations makes employees more open to improvement and less likely to see the process as criticism.
• Self-evaluations: Inviting employees to reflect on their own performance often produces candid insights. When writing self-assessments, engaged team members tend to be honest about their progress and can surface ideas managers may not have considered.

Steps to set expectations for new and existing staff members

Clear expectations give employees the direction they need to succeed. Whether you’re onboarding new hires or reinforcing standards with current staff, the following steps can help you set expectations that stick.

1. Determine your expectations: Start by writing down what you realistically expect from employees. Consider areas such as project completion, initiative, punctuality, professionalism, client follow-up and ethical behavior. Be specific enough to guide performance but realistic enough that employees can achieve them.
2. Minimize confusion: Put expectations in writing and review them during team meetings. Use digital or printed guides, and create space for employees to ask questions. A mix of written and verbal communication reduces misunderstandings.
3. Communicate why expectations matter: Explain how each standard benefits both the company and the employee. For example, clear communication supports teamwork, while punctuality helps operations run smoothly because the day can be disrupted when employees are late to work. Showing the “why” helps employees see how their role contributes to organizational success.
4. Provide concrete examples: Connect expectations to outcomes to help your team understand better. For example, professional attire builds the company’s image, responsiveness strengthens client trust, and a positive attitude boosts morale. Real-world examples make expectations easier to follow.
5. Get agreement and commitment: Ask employees to acknowledge expectations formally, whether with a signature, digital acknowledgment or a verbal commitment. This step reinforces accountability and ensures everyone is aligned.

Expectations are the first step to success

Morale is the foundation of a healthy workplace, and nothing supports morale more than employees knowing exactly what’s expected of them. Clear expectations also drive employee engagement, giving staff the confidence and motivation to contribute at their best. Without that clarity, confusion and disengagement are almost inevitable. But when everyone is on the same page, collaboration improves, morale rises and the business runs like a well-oiled machine.

Resources for managers

If you’d like more guidance or practical tools for setting and managing workplace expectations, these authoritative resources are a good place to start:

• SHRM HR checklists: Sample checklists to help audit HR practices and document employee expectation guidelines.
• SHRM resources for managers: Tips and training on communication, performance management and employee development.
• SHRM Change Management Checklist: Step-by-step support for managing organizational change and setting clear objectives.
• Gallup State of the Global Workplace 2025 Report: The latest data on employee engagement and workforce trends.
• U.S. Department of Labor resources for employers: Key information on fair employment practices and compliance.