When People Don’t Do What They Say They’ll Do

When People Don't Do What They Say They'll Do

How many times have you sat with someone, whether an employee or a client, to discuss work or services performance and then come to what you believed to be an agreement that was mutually beneficial but then be disappointed later?

Does this inspire you? Do you leave feeling confused, defeated, or as if you have wasted your time? Does nobody want to be in this state? How can we prevent this from ever happening?

There are a variety of aspects to take into consideration, particularly when you’ve noticed an increasing trend of behavior in your customers or employees:

1. Make clear your expectations evident in the form of a written

Have you first set specific requirements in writing? Verbal agreements aren’t of a lot of importance. In the aftermath of a meeting, individuals start to think and can decide to alter their minds. What do you think? You can, as there isn’t anything in the form of a written agreement. There isn’t any agreement.

If you are a small-business owner, it is essential to safeguard your time. It’s precious, and you shouldn’t spend it on contracts that aren’t working. Make the agreement written with signatures. It is the same for employees who are managers, particularly in the case of providing performance feedback. This feedback should be recorded in writing. Otherwise, it’s an unrecorded conversation and no obligation.

2. Set SMART expectations

The other area you need to examine is whether you’re agreed-upon expectations are clearly defined. Do you have to the SMART principles to expectations? Are your expectations specific and Measurable, Attainable, realistic, and timed? If not, you must set sure they are in that manner. You will be disappointed in the event that you do not or don’t set realistic expectations.

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Small-sized business owners should give specific, quantifiable, achievable, realistic, and timed objectives to their customers in written form. This helps to eliminate confusion and provides clarity for the business relationship. Supervisors who are able to outline specific goals for their subordinates will be able to gain the rewards because they know what they need to do. Most employees are motivated to do their best for their employers, but they require a framework that is SMART to begin.

3. Be accountable throughout the process

If you’re already setting SMART expectations in writing, Do you allow employees or clients to change on them? Do you allow them to change the rules for you? If you are aware of this, you must stop! You’re getting yourself in for an accident. You shouldn’t expect customers or employees to live up to your expectations if you act “willy willy” about them. This sends a message that you’re not going to make a statement and that you don’t know what you’re looking for.

Keep your stance. Expect your employees to live up to your expectations or, even better, be expecting them to exceed your expectations. As the head of your business and the leader of your employees, make sure that they are accountable for following through with what they promise to accomplish. Make sure that you have your SMART expectations in writing, and don’t compromise on them.

As a final point, Do not beat yourself up in the event that the plan doesn’t work out if things don’t go according to the plan. Just re-engage. But, most importantly, take the lessons learned from the mistakes you made and try to do better next time around. The most challenging lessons we learn in business and life generally are also the best lessons to learn.

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