How can leaders support staff in meeting role expectations?
Leaders can take the following key actions to guide, support, and when necessary, help staff improve their work performance:
- Set clear role expectations: Regularly communicate expectations for the overall employee’s role and specific tasks/projects. Explain how their work impacts other team members and how it contributes to the overall success of the department and the University.
- Have regular and informal check-ins (one-on-one meetings): These meetings should go beyond updates and focus on:
- Clarifying expectations that may be unclear to the employee.
- Identifying and removing obstacles that may be preventing employees from moving projects forward.
- Supporting employee growth and development.
- Enhancing connections and building trust.
- Providing a platform for employees to bring forward concerns, frustrations, and ideas.
- Maintaining a balance between growth, motivation, communication, and work.
For more information visit the One-On-One conversations online toolkit.
- Provide regular feedback: Offer specific and actionable feedback linked to actions, projects, or behaviours and their impact. Instead of saying "good job," explain what was good and why. For constructive feedback, suggest specific steps for improvement.
- Balance positive and constructive feedback: Recognize and praise good performance to reinforce positive behaviours.
- Connect feedback directly to role expectations.
- Coach and mentor staff: Help employees develop skills by asking guiding questions rather than simply providing solutions. Share knowledge and experience to support their growth and development.
- Identify training opportunities: Ensure staff have access to relevant training and resources to enhance their knowledge and skills and support their success.
- Recognize and appreciate contributions: Acknowledge the contributions and efforts of staff and celebrate team successes/milestones informally.
- Address issues early and constructively: If issues arise, address them promptly during regular one-on-one meetings with a focus on finding solutions and providing needed support.
These actions foster a supportive and growth-oriented work environment that drives performance and engagement.