{"id":78178,"date":"2023-05-21T09:30:08","date_gmt":"2023-05-21T09:30:08","guid":{"rendered":"https:\/\/cezannehr.com\/hr-blog\/2023\/05\/how-hr-can-successfully-manage-employee-expectations\/"},"modified":"2026-02-26T16:39:12","modified_gmt":"2026-02-26T16:39:12","slug":"how-hr-can-successfully-manage-employee-expectations","status":"publish","type":"post","link":"https:\/\/cezannehr.com\/gr\/hr-blog\/2023\/05\/how-hr-can-successfully-manage-employee-expectations\/","title":{"rendered":"How HR can successfully manage employee expectations"},"content":{"rendered":"

When it comes to implementing a successful engagement strategy, an aspect that HR simply cannot afford to ignore is the expectations of employees.<\/strong><\/h3>\n

But, it\u2019s an element of engagement that appears to either be overlooked or simply forgotten by many organisations. For example, a survey by HR Dive<\/a> discovered that 48% of employees they surveyed left a job specifically because it didn\u2019t meet their expectations. In addition, our own recent research into the state of onboarding<\/a> discovered that nearly a fifth of all employees believe they were misled by their employer\u2019s original job listing.<\/p>\n

\"How<\/p>\n

Clearly, something is going awry when it comes to managing employee expectations effectively, and it\u2019s something HR need to address \u2013 fast. And with good reason\u2026<\/p>\n

The UK\u2019s talent pool is shrinking<\/strong><\/h3>\n

Although there\u2019s been a sharp fall in recruitment<\/a> of UK permanent staff in recent weeks, it doesn\u2019t change the fact that, overall, the UK\u2019s workforce is getting smaller. Experienced workers retiring early, a falling birth rate, changes in post-Brexit immigration rules and a post-COVID-19 rise in employees re-examining what they want from their careers are all contributing to a shrinking workforce.<\/a><\/p>\n

That all means when organisations \u2013 and their hard-working HR teams \u2013 do need to hire, finding the right people with the right skills and experiences at the right time is going to be incredibly tough. It also means that, from a retention perspective, businesses must work harder than ever before to retain the people they deem vital for continued success and growth.<\/p>\n

For employees however, the power dynamics of the employment market have shifted in their favour. This means every employee can be more considered when it comes to choosing their next career move and demand a more personalised employment experience.<\/p>\n

With all that in mind, HR should \u2013 as part of any good engagement strategy \u2013 understand and manage what their employees expect of their jobs, their leaders and the business. Done correctly, and an organisation will likely find it easier to maintain a positive working environment and support greater employee satisfaction \u2013 both great for candidate attraction and retention.<\/p>\n

\"Click<\/a><\/p>\n

So, how HR can successfully manage employee expectations?<\/strong><\/h3>\n

For any business to manage the expectations of its employees effectively, as an HR professional, you should look to implement several positive activities alongside more broader employee engagement initiatives<\/a>. These include:<\/p>\n

1. Clear and regular company communications<\/strong><\/h3>\n

Establishing open and transparent communication channels is one way to manage your employees\u2019 expectations. When this is done right at the beginning of a person\u2019s employment journey with your business, they\u2019ll have a much better understanding of what to expect from their employer, and what their employer expects of them, too.<\/p>\n

Activities could include promoting your company\u2019s vision, values and culture, ensuring important company policies are readily accessible, and sharing regular messages and updates from your senior leaders. In fact, regular communications from senior leaders are something many employees value as part of positive workplace experiences, as our 2023 survey into employee satisfaction discovered.<\/p>\n

2. Refining your job descriptions<\/strong><\/h3>\n

As mentioned earlier, inaccurate job listings appear to be a common occurrence, and these can derail the employee experience right from the off. A potential employee will build their expectations of a role based on the job advert they responded to. So, if the actual workplace experience doesn\u2019t match, or the stated duties are not accurate, it\u2019s unlikely an employee will stick around for the long-term, and could also damage your organisation\u2019s reputation in the process.<\/p>\n

As an HR professional, you should ensure your company\u2019s job descriptions are accurate and clearly outline job roles, responsibilities and performance expectations. Ideally, they should also give a flavour of what it\u2019s really like to work with your business.<\/p>\n

In addition, regularly reviewing and updating your job descriptions can also help align expectations as your business changes, too. All this will help new employees understand what\u2019s expected of them and remove potential misunderstandings.<\/p>\n

3. Placing a focus on performance management and regular feedback<\/strong><\/h3>\n

One of the best ways to ensure everyone in your organisation knows what\u2019s expected of them is to have a robust performance management programme<\/a> in place. When a business has the means to measure and evaluate the performance of their workforce, it becomes easier to operate both efficiently and profitably.<\/p>\n

Implementing a strong performance management system \u2013 underpinned by integrated performance management software<\/a> – allows HR to set performance goals, provide regular feedback, and support line managers in conducting more meaningful performance evaluations. By setting those clear expectations and providing regular constructive feedback, both HR and line managers can guide employees’ performance and effectively manage their expectations regarding their job performance and career progression.<\/p>\n

4. Ensuring consistent and fair practices across the business <\/strong><\/h3>\n

As an HR professional, maintaining consistency and fairness across your processes is fundamental. That applies to high-stakes decisions like promotions, performance reviews and pay increases \u2014 but it also matters in the everyday moments. From booking annual leave to managing expense claims<\/a>, employees notice when processes feel fair, transparent and consistent.<\/p>\n

Ensuring fairness and transparency helps manage those all-important employee expectations and helps to build trust within and organisation, too. And that element of trust shouldn\u2019t be underestimated! <\/strong><\/p>\n

When it comes to building successful engagement strategies, the employer-employee relationship is critical. As with any relationship, it needs to be built on a solid foundation of trust – it can\u2019t however, just be \u2018switched on\u2019. It\u2019s a topic we cover in more detail in this blog post<\/a>.<\/p>\n

5. Providing training and career development opportunities<\/strong><\/h3>\n

As our own research into successful company cultures discovered<\/a>, employees want more than just a job with a competitive annual salary. The chance to develop new skills and enhance career prospects also rates highly on their wish list when it comes to their expectations as to what a job should provide, so HR should provide the opportunities for them to do exactly that.<\/p>\n

Enhancing employees\u2019 skills and knowledge through training and development programmes is one way you manage their career expectations successfully. This can also help build up that element of trust mentioned earlier, by demonstrating your organisation has faith and confidence in their future.<\/p>\n

6. Conducting regular exit Interviews<\/strong><\/h3>\n

Lastly, the end of an employee\u2019s career with your organisation is the ideal time to discover whether their expectations have been met or not. With their focus on a new role, it\u2019s likely departing employees will feel more relaxed and comfortable discussing their experiences and providing more unfiltered feedback. So, don\u2019t forget to conduct exit interviews!<\/p>\n

Conducting exit interviews<\/a> with your departing employees will help provide you with valuable insights into their experiences versus their initial expectations. By analysing this feedback and acting on the information you receive, you\u2019ll be better able to identify areas for improvement and proactively manage the expectations of future employees.<\/p>\n

\"Learn<\/a><\/p>\n","protected":false},"excerpt":{"rendered":"

When it comes to implementing a successful engagement strategy, an aspect that HR simply cannot afford to ignore is the expectations of employees. But, it\u2019s an element of engagement that appears to either be overlooked or simply forgotten by many […]<\/p>\n","protected":false},"author":85,"featured_media":75732,"comment_status":"closed","ping_status":"closed","sticky":false,"template":"","format":"standard","meta":{"_acf_changed":false,"_jetpack_memberships_contains_paid_content":false,"footnotes":""},"categories":[2165],"tags":[],"class_list":{"0":"post-78178","1":"post","2":"type-post","3":"status-publish","4":"format-standard","5":"has-post-thumbnail","7":"category-general-hr-gr","8":"cz_entry"},"acf":[],"yoast_head":"\nHow HR Can Successfully Manage Employee Expectations | Cezanne<\/title>\n<meta name=\"description\" content=\"The expectations of employees are an element of engagement that can often be overlooked. 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