Setting Clear Expectations Increases Retention and Productivity

February 14, 2023

Remember when you had a coach, teacher, mentor, parent, friend who believed in you 100%? Their total belief and high expectations for what you could do enabled you to perform better than you imagined, consistently and confidently.

 

Believing in people lifts them up. Cheering on your employees, giving them the support they need to grow, and the "can do it" message will increase productivity and employee engagement. 

 

Interestingly, a recent Harvard Business study found that 69% of managers reported being uncomfortable communicating with their employees, and more than one-third were uncomfortable giving direct feedback.

 

Management expert, Ken Blanchard, taught the importance of catching people doing things right. Rather than just saying "thanks," be specific about the contributions your employee or team made. And guess what? You will get a lot more of precisely what you want as a manager.

 

Your employees will always move towards someone who encourages and away from anyone who diminishes them. Stephen Covey taught that making deposits into your employees' emotional and professional well-being builds trust and increases performance. 

 

Effective managers empower their teams by pointing out their strengths and partnering together to develop their strengths and opportunities for growth. Imagine how your employees will feel when they feel you believe in them and are enthusiastically supported. Here are some best practices:

  • Connect your "why" to your employee's "Why".  Your employees need to know why what they do matters. More importantly, they need to find a sense of purpose in your organization's mission. Treat your employees like they make a difference, and they will.
  • Be clear. Set clear expectations and goals. Meet with each of your direct reports periodically to make sure they understand what "good performance" is. And put it in writing so that it is easy to keep track of what has or hasn't been communicated.
  • Co-Create Goals. Don't dictate. Co-creating goals and expectations will create higher buy-in and more significant accountability. Having a conversation with each of your employees will empower and support them to meet and exceed expectations.  
  • Provide C.A.R.E feedback. Continuous. Accessible. Regular. Empathetic. Schedule regular meetings continually. Be responsive, approachable, and empathetic. You have a unique opportunity to unleash the most significant contributions of others.
  • Get out of their way. Develop agreed-to expectations with each employee. Give them the support they need. And then let them do their thing. Trust that they can solve the problem, find the solution, take care of the customer, innovate and inspire other team members. 

 

As managers, you can make huge deposits into your employees' confidence and performance. Be the coach and mentor that helps your team members thrive and grow to do the very best they can. The result? Higher performance and higher engagement. 

The Empty Chair Is Trying to Tell You Something

By Cathie Leimbach • August 18, 2026
An empty workstation gets your attention. What caused it should keep your attention. When attendance becomes a problem, the first response is often to review the policy, document the absence, or find someone to cover the shift. Those things may be necessary. But they don't tell you why the problem is happening. A conversation might. Instead of starting with “Why do you keep calling off?” try “I've noticed you've missed several days recently. What’s going on?” Then listen. You may hear about something outside of work. But you may also discover frustration with a supervisor, conflict with a coworker, unclear expectations, scheduling difficulties, or an employee who no longer feels valued. Understanding the reason doesn't mean ignoring attendance expectations. It means you know what you're actually dealing with. Also, look for patterns. Is absenteeism higher on one shift? In one department? Under one supervisor? Did it increase after a schedule or leadership change? Those patterns may tell you where another conversation needs to happen. Most importantly, don't wait until attendance becomes a disciplinary issue to start talking. Check in with employees. Ask what's making their work harder. Ask what they need from their supervisor. And when someone raises a concern or makes a suggestion, be sure to tell them what action you are taking or why their idea won’t be implemented. The goal isn't to eliminate accountability. It's to address problems before accountability is the only conversation left. Conversation is Where Leadership Happens™ You Don't Need to Go It Alone. Bring your workplace people challenges to the FREE Workplace Conversations Clinic on September 21. Gain insights from Cathie Leimbach and other attendees. Register here for the FREE Workplace Conversations Clinic 

Is Absenteeism a Pain in Your Pocket?

By Cathie Leimbach • August 10, 2026
Absenteeism is expensive. Every unexpected absence costs more than a day's wages. Someone else may need to work overtime. Priorities get reshuffled, service slows, projects fall behind, and customers notice. Before long, absenteeism starts taking money right out of your pocket. That's why many organizations turn to attendance policies, incentives, disciplinary action, or tighter oversight. But what if those approaches are addressing the symptom rather than what's really going on? Most people don't wake up one morning and suddenly decide they don't care about their work. Disengagement usually happens gradually. People stop sharing ideas. They stop feeling heard. They begin doing only what's required. Eventually, some stop showing up. By the time absenteeism is brought to your attention, the real issue may have been growing for weeks—or even months. If absenteeism has become a recurring challenge, don't just ask, "How do we reduce call-offs?" Instead, ask "What happened before people stopped wanting to show up?" That question may lead you somewhere an attendance report never will—and may ultimately save far more than overtime costs. Attendance problems. Accountability. Difficult conversations. Team conflict. Every leader faces workplace people challenges, and few have been taught exactly what to do when they arise.  Talking through your challenges with others can be helpful. Ask questions of your network. Get some ideas online. Sometimes another perspective is exactly what you need to see the situation differently. You Don't Need to Go It Alone. Bring your workplace people challenges to the FREE Workplace Conversations Clinic on August 17. Gain insights from Cathie Leimbach and other attendees as you explore practical ways to handle the situations you're facing. Register here for the FREE Workplace Conversations Clinic