As a business owner overseeing a team in the competitive talent outsourcing market, mastering effective leadership is essential. Whether your style is more authoritative, detail-oriented, or a mix of both, the distinction between setting clear expectations and giving orders can significantly impact your business’ success. Here’s why setting clear expectations yields better outcomes and how you can implement this approach effectively.
Understanding the difference
At first glance, setting clear expectations and giving orders might seem similar. Both involve telling your team what needs to be done. However, the outcomes of these approaches are vastly different.
Giving orders is directive and often leaves little room for discussion or input. On the other hand, setting clear expectations involves outlining what success looks like and empowering your team to achieve it in their way.
Why clear expectations work better
1. Empowerment and ownership. Setting clear expectations encourages your team to take ownership of their tasks. When they understand the desired outcome, they can use their skills and creativity to achieve it.
This sense of ownership leads to increased motivation and job satisfaction, which are critical for retaining talent, especially in the face of competition from larger multinational companies.
2. Improved communication. Clear expectations foster open communication. Your team feels more comfortable discussing their ideas, challenges, and progress. This transparency helps you identify and address issues early, ensuring smooth operations and better results.
3. Enhanced problem-solving. When your team knows what’s expected, they are better equipped to anticipate potential problems and devise solutions. This proactive approach is particularly beneficial for leaders who value quality control and process optimization.
4. Fostering innovation. By avoiding a rigid directive approach, you create space for innovation. Team members are more likely to experiment and propose new ideas when they feel trusted to meet expectations in their way. This aligns well with leaders who prefer personal choices and change.
The pitfalls of giving orders
A significant observation connected to remote team members struggling to think outside the box highlights the detrimental effects of a “giving orders” approach. When leaders condition team members to “do as they are told,” it undermines their higher-level capabilities to think creatively, take risks, and innovate.
This approach turns them into doers rather than thinkers, stifling their potential and ultimately limiting the business’s growth.
Why leaders give orders
Many business owners and leaders adopt a “giving orders” approach due to:
- Time constraints: In fast-paced environments, giving orders can seem like the quickest way to get things done.
- Control: Some leaders feel the need to maintain tight control over processes and outcomes.
- Lack of trust: A lack of trust in the team’s abilities can lead leaders to default to a more directive style.
- Unfamiliarity with delegation: Some leaders may not be accustomed to setting clear expectations and may find it challenging to delegate effectively.
When giving orders is essential
There are situations where giving orders is appropriate, such as:
- Emergencies: During a crisis or emergency, quick, decisive action is necessary.
- Compliance and safety: When compliance with regulations or safety protocols is at stake, clear, directive instructions are vital.
- Routine tasks: For repetitive, straightforward tasks that require little creativity, giving orders can be efficient.
Why this approach is problematic
In all other cases, relying solely on giving orders can be problematic because it:
- Stifles creativity: Team members are less likely to propose innovative solutions if they’re just following orders.
- Reduces engagement: Employees may feel undervalued and disengaged if they aren’t empowered to take ownership of their work.
- Limits growth: Without opportunities to think critically and solve problems independently, team members won’t develop the skills needed for more complex tasks and roles.
Practical tips for setting clear expectations
At hitchVA, we encourage our clients to be intentional in setting milestones early on in the process and constantly reviewing them. Here’s how you can do the same:
- Be Specific and measurable. Clearly define what success looks like. Instead of saying, “increase sales,” specify, “achieve a 10% increase in sales over the next quarter.”
- Ensure understanding. Verify that your team understands the expectations. Ask them to paraphrase the goals and discuss how they plan to achieve them.
- Provide resources and support. Ensure your team has the necessary resources and support to meet expectations. This might involve training, tools, or access to additional personnel.
- Regular check-ins. Schedule regular check-ins to discuss progress, provide feedback, and adjust expectations if necessary. This helps maintain alignment and address any issues promptly.
Conclusion
At hitchVA, we’ve seen firsthand how setting clear expectations can transform a team’s performance.
Setting clear expectations is a powerful leadership tool that yields better outcomes than merely giving orders. It fosters a motivated, communicative, and innovative team that can drive your business forward, especially in the dynamic field of talent outsourcing. By empowering your team with clarity and support, you’ll be better positioned to retain top talent and achieve sustained growth.
For personalized advice on setting clear expectations with your outsourced talent, reach out to us at kate@hitchva.com.