Supporting People to Fulfill High Expectations

Cathie Leimbach • February 7, 2022

Believing the best of people usually brings out the best in people. When you tell people what you expect, you believe in their capacity to meet your expectations, and they feel valued, they will be motivated to fulfill high expectations. But, when people don’t know what you expect from them, don’t know if they are on track, and don’t have your support to do their job well, don’t be surprised by underperformance.   


If you want your team members to achieve more, here are 3 ways that you can support them towards fulfilling high expectations.


1.      Co-Create Goals

Rather than simply telling your people what you expect them to accomplish, review with them the organization’s mission, values, and goals; discuss why their role is valuable; and invite their ideas about what they could contribute towards fulfilling the company’s goals. Explore how their preferences can be aligned with the company’s needs and together develop meaningful goals. Your belief in their ability to add value at work encourages them to put their best foot forward. They are more likely to buy-in and achieve such co-created goals.   

 

2.      Be Clear on the Quality, Quantity, and Timeline for Achieving the Goals

Ensure the Co-Created Goals are clear. Doing better this year can be achieved by a 1% increase in sales but you might be expecting a 10% gain. As well as being clear about the quantity of results you expect, be specific about the quality required. State the measurable outcome you expect each day or month, and reinforce your expectation by monitoring performance. 

   

3.      Provide Frequent Feedback and Support

Setting high expectations, yet not acknowledging when they are achieved, demotivates your employees. If it is not important enough for you to praise their work, then their work must not really matter. When you find that the goals haven’t been met, talk with your employees to discover what prevented them from meeting your expectations and support them in overcoming these obstacles. When you demonstrate that the goals really matter and you believe they have the potential to meet your expectations, people will rise to the occasion.  Weekly manager-employee one-on-ones provide regular opportunities for the manager to lift their people up with praise and encouragement and for the employee to ask for guidance.

 

When managers have high expectations for their team members, believe in their capacity to contribute, and support them in overcoming hurdles along the way, their employees will be empowered to fulfill those expectations. Individuals, managers, and organizations win when managers engage their employees and support them to achieving meaningful goals.

Which Behaviors Cause Frustrations at Your Workplace?

By Cathie Leimbach • September 9, 2025
Every workplace has its challenges. Some common behaviors create frustration for both leaders and team members. When these patterns show up, they can lower morale and productivity: Showing up late for meetings or shifts Calling in sick often Missing deadlines or forgetting important details Avoiding teamwork or refusing to help others Complaining without offering possible solutions Ignoring feedback or repeating the same mistakes  These behaviors can drain energy from the team. Yet, here’s the good news: people tend to show up differently when they feel valued and appreciated. When employees know their efforts matter, they’re more reliable, more engaged, and more willing to go the extra mile. Creating a culture of appreciation isn’t complicated—it starts with small, intentional actions. Leaders who show genuine care for their employees as people see better teamwork, stronger morale, and improved results for the organization. Want to learn how? Join us for a 30-minute webinar on Strengthening Your Culture - by Showing Appreciation in the Workplace on Monday, September 22, at 12:30 pm Eastern . You’ll leave with at least one simple action that will increase your employees’ willingness to contribute more at work.

Managing Anxiety During Unstable Times

By Cathie Leimbach • September 2, 2025
The past five years have brought many big changes. From world events to personal challenges, life feels less predictable than ever. This constant uncertainty affects our emotions and mental health both at home and at work. When everything feels unstable, it's normal to feel confused and frustrated. Sometimes we react in ways that don't help. Anxiety happens when we worry about what might go wrong in the future. Our minds race with "what if" thoughts, affecting us both physically and mentally. The good news is we can build emotional resilience to handle these tough times better. Here's how to start: Focus on what you can control: When something specific is making you worry, figure out what steps you can take to reduce negative outcomes. If you're stressed about being late to a meeting, set a reminder on your phone to leave with enough time to arrive 15 minutes early. If you're concerned about finishing a work project on time, schedule dedicated time on your calendar to work on it. If you realize you can't finish it alone, ask your boss if you can have more time or see if a coworker can help out. Take positive action: Instead of worrying about problems, do something small to make your situation better. Clean your workspace, call someone you care about, or take a short walk outside. Build stronger relationships: Reach out to family, friends, or coworkers. Have lunch together, share your worries with someone you trust, or simply check in on others. These connections help us feel less alone during hard times. When we work together and support each other, we can step back from fear and worry about situations we can't control. Remember, we can't control everything that happens, but we can control how we respond.