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achieiving excellence and add value. it is not enough to meet targets,we need subordinates that provide positive value and intelligence.they must innovate and bring positive change where necessary.being hard working is fine but i need their mental power as well.
work hard and meeting targets are fine,but i need people who make positive change and add value.
I expect my subordinates to meet their performance targets and consult with me as soon as they find out that they can't do that so we can work on it. I also expect them to support management decisions once they are finalized.
Sincerity, open-mindedness, responsibility and frank communicator. I would not like a subordinate to hold back his opinion for curtesy sake but not be on board on what is expected out of him.
As for the second part, my strategy for my subordinates is to give them the complete space to do their job, give them assurance (through practical demonstration, not merely verbal) of fair play and keep them motivated through appreciation from as simple as a weldone in public to official rewards, performance appraisal and special commendation letters etc.
Saneela I take your question as a bit opposite angle, i.e. what are my boss expectations from me as his sub-ordinates? The rule is very simple, what I noted that;
1 – My boss assume that what we discussed and then the projects awarded to me should be completed on stipulated time and in case of delay need to informed earlier.
2- Regularly update the progress on various tasks.
3 – I always prefer to communicate my boss not only on official issues but do chat him bit on general issues like suggestion, improvement areas and area of concerns so that he should know that I foresee the upcoming development work.
4 – Sometime I couldn’t complete the multiple tasks simultaneously then in case of delay when boss inquired me then I communicate him professionally and logically so that my image should not exploited, I never expect to argue with him.
5 – In case of non-availability at work, I never surprised him, morally and procedure wise I bound to inform him earlier so that he remains update about my absence.
Just assume that all ideally every manager assume from his/her junior but examples are many when sub-ordinate remain in their EGO and not enjoying the healthy relation with their seniors.
Expectations may be differ due to the nature of work organizations do but being manager/supervisor I only expect that my subordinates must be able to complete their job descriptions. Organizations have the HR policies/manuals while and all the strategies are mentioned there.
work as per their clear targets (Measureable, tough but acheivable)
Developed thier attractive incentive scheme based on that
There are organizations whose Human Resources is taking considerations the use of KPI & KRA every year for each and every employees as a measure of performance at the end of the year, hence no one is exempted. The KRAs are aligned to the business objectives of the company as well as in every unit or department and each employees for everyone to deliver at the end of the year and hit the KPI or the target, may it be terms of budget or financials or revenue, accomplishment of projects or performance of the projects and the corporate objectives as a whole. This helps everyone influence and motivate everyone. The same measure is applied to every subordinate alike, everyone's is fair, everyone will deliver.
All human relationships, including those of employers and employees, involve expectations, and conflicts tend to occur when expectations are not met. Your employer will expect certain things of you, but you also have the right to expect things of your employer. Usual expectations include the timely and accurate payment of wages, adequate training, safe working conditions, full explanation of all company policies and especially of your job responsibilities, and fair and constructive feedback from your subordinate and also some more expectations include clear understanding of employee roles and responsibilities, focus on employees’ strengths and praise them toward higher levels of performance, giving them more motivation for developing their skills, create a positive upbeat working environment and increased employee morale and commitment.
Whenever you're dealing with expectations, try to assess them objectively to decide how reasonable they really are.
In my dictionary there is no word "Sub ordinates" I beleive if you treat people in that way there will always be rift or jealousy. I beleive in team work and let my team know the reason why we are doing a particular task. What are the reasons what I expect from them ? What are their opinions and How we can accomplish the goals set . One has to bring out the best in individuals and that can be done making them feel they are doing something important which will have positive impact in their careers ,for the organisation and for the society.
Subordinates should be given clear, defined goals....
some are target achievers or doers
but if you have someone that gives you ideas he should be taken care of.
Dear Saneela Jadoon , The first expectation should be followed the order as per your requirement.
