Set Performance Expectations for Higher Performance and Increased Engagement

Cathie Leimbach • September 27, 2021

How many times have you thought or said, "of course, my employees know what to do, and I don't understand why they don't do what is expected?" Sound familiar? Most leaders have thought this more than once. And here is an interesting statistic – research shows that only 50% of employees (including managers) know what is expected of them.

 

Research shows us something else that is important – 60% to 65% of managers are disengaged, without a clear understanding of what expectations are for their performance.

 

When employees don't know what they are supposed to do, why it is important and how their performance impacts their team, they are less engaged. That means overall performance is negatively impacted, goals aren’t met, and employees are less likely to make the additional effort to get things done.

 

80% of employees agree that they are 8 times more likely to be engaged when their managers set and communicate clear performance expectations.

 

Managers are in the best position to make sure employees have clarity about what is expected from them. And it starts with these three questions – as a manager:

  • do you know what is expected of you for your overall performance?
  • do you know what is expected from you about how you lead your team?
  • do your team members understand what is expected, how to do it right, and why their performance is important?

 

As a manager, understanding what is expected of you is an essential first step. Which means you need to understand it for yourself first. Talk to your leadership to be clear about how to be successful in both your job and as a leader. You will set the bar and demonstrate high performance for your team.

 

Steps to creating clear performance expectations with your team include:

  • collaboratively setting performance expectations with your employees. When employees have input, they are more likely to "own" their performance and clearly understand what performance is required.


  • articulating clearly each expectation. For example:

Instead of: "get the data about X from the accounting department":

Say this: "get the data about X from the accounting department (what). We will use that data to analyze profitability, which is essential to fulfill our 3rd quarter goals in the strategic plan (why). We will need that data by October 8 (when).


  • create and communicate high expectations to develop more inspired employees. Let each direct report understand what sets high performers apart and how performance that meets or exceeds expectations impacts the company's overall success.

 

Schedule routine meetings with each direct report, no less than once every quarter, to communicate performance expectations, collaboratively determine how employees can improve their overall performance, and discuss why strong performance is crucial.

 

You will have the most significant impact as a leader by enabling top performance from your team members by helping them understand what is expected of them and ensuring they have the support and professional development needed to accomplish those goals. 

4 Leadership Behaviors That Drive Trust, Performance, and Accountability

By Cathie Leimbach • March 31, 2026
Most leaders don’t struggle because they lack knowledge. They struggle because leadership opportunities show up in daily conversations —and those moments are easy to miss. The difference between average and high-performing teams often comes down to four leadership behaviors: 1. Build Trust Through Everyday Conversations Trust is built in small moments. Listen to concerns Ask thoughtful questions Follow through Address issues quickly and respectfully 🤝 Trust grows through consistent, everyday conversations. 2. Reinforce What Good Looks Like People repeat what gets recognized. Be specific: “I appreciated how you handled that client issue quickly—that made a difference.” 🔒 Clarity + recognition = stronger performance. 3. Address Problems Early—Kindly and Clearly Avoiding issues creates bigger ones. Keep it simple: What was expected? What happened? What needs to change? 👥 Clear, timely conversations reduce drama and improve results. 4. Support People So They Can Succeed Your role is to help your team succeed. Clarify priorities Remove obstacles Provide resources Coach progress 🔍 When people have clarity and support, performance follows. The Real Lever: Conversations None of this requires new systems. It happens in everyday interactions— 1:1s, quick check-ins, and follow-ups. Better conversations → better results. Quick Reflection Which one would make the biggest difference for you right now? Build trust Reinforce performance Address problems early Support success 👉 Join our next 60-minute Leadership Conversation – Inspiring Employee Performance on Monday, April 6, at 3:00 pm ET. Not a webinar. A working session with other leaders looking at what’s actually happening on their teams—and how small shifts in daily conversations change performance fast. If you're curious what even a 10% shift in consistency could look like for your team… this is a good place to start.

Three Small Shifts That Change Everything

By Cathie Leimbach • March 24, 2026
You don’t need to make big changes in your leadership practices to get better results. Often, it’s small shifts in everyday leadership conversations that quietly change how work gets done. Here are three that work:  1. Make priorities clear Start meetings by stating current priorities. That creates focus right away and helps conversations stay on topic. 2. Ask instead of solve Instead of answering an employee’s questions, ask, “What are your suggestions?” Such questions encourage employee thinking and stronger follow-through. 3. Hold short monthly one-on-one check-ins Meeting with each employee one-on-one allows the regular review of goals, progress, and obstacles. These short conversations surface issues early and keep everyone aligned. These small habits keep teams steady and focused. Your challenge this month: Pick one shift and try it. Notice what changes in clarity, buy-in, or accountability. Sometimes the difference between teams that struggle and teams that move smoothly comes down to a few simple leadership conversations happening consistently. 👉 Join our 60-minute Leadership Conversation on March 30th at 3:00 PM to see how small shifts in everyday leadership conversations can quickly improve clarity, ownership, and results.