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“Nearly 55% of employees are left guessing what’s expected of them at work, according to Gallup. This uncertainty leads to missed deadlines, disengagement, and costly turnover—sometimes up to twice an employee’s salary.”

 

Expectations serve a dual purpose: they set standards for performance and often justify frustration when unmet. When left unspoken or unclear, expectations breed tension, misunderstandings, and resentment. However, they can also be a powerful force for clarity, accountability, and action—if leaders and teams commit to open, ongoing dialogue about them.

 

The Hidden Cost of Expectations

Expectations shape everything at work—performance, trust, and accountability. 

Expectations can form around any aspect of work. In my experience with clients, they often revolve around salary, career growth, effectiveness, job security, responsibility, productivity, decision-making, feedback, leadership support, and professional development. They also extend to workplace relationships, conditions, and defined roles.

Expectations are unavoidable and will either be met or unmet. They may form based on a person’s prior experience, societal or workplace norms, or even what other people observe.

As leaders, setting expectations is often collapsed with giving instructions, when in fact telling someone what to do isn’t the same. Whether it’s a task that gets buried in an email thread, ambiguous instructions during a meeting, or assumptions that seem obvious to you but aren’t to your team, unclear expectations are one of the leading causes of accountability issues in the workplace.

 

Whether you’re leading a team or working within one, clarity around expectations is a key factor in maintaining integrity, driving results, and fostering collaboration. But too often, expectations are obscure or assumed, leading to breakdowns, incongruity, dissatisfaction and frustration.

When expectations go unmet—when someone has a fixed view about how something should unfold and it doesn’t—it usually leads to disappointment or upset. This is frequently tied to undelivered communication and unfulfilled intentions.

 

A meta-analysis across 100,000+ teams and businesses found strong linkages between clear expectations and organizational outcomes, including productivity, employee retention, safety, customer engagement, and employee wellbeing.

 

Expectations Are a Two-Way Street

But expectations don’t just flow downward from leadership—they exist in both directions, and failing to recognize this creates disconnects within teams.

Many leaders assume that expectations are understood, but in reality, they are often unspoken, glossed over or misinterpreted. This gap can create unnecessary strain and missed opportunities for alignment.

The problem with expectations is that they’re often based on an unverified idea of how things should be. This includes relying on past expectations that may no longer be relevant.

 

As leaders, it’s easy to think about our expectations as if they are set in stone, but on the other side of that conversation, the receiving person also has expectations, and in most cases, you haven’t met their expectations either. 

 

Expectations aren’t just about fixing problems or mistakes. They’re about creating alignment, trust, and commitment. True alignment goes beyond mere compliance or ‘buy-in’; it means individuals across the organization take ownership of expectations as their own.

The takeaway is that expectations exist on both sides of the table, and by only hearing what a leader expects, the picture of this relationship is incomplete (and unworkable).

 

Why We Avoid the Conversation

If setting expectations is so important, why don’t more people have these conversations? Many leaders hesitate to ask, “What do you expect from me?” because they feel they should already know the answer. Others worry that it will make them look uncertain, weak, or uninformed.

On the flip side, employees may be reluctant to share their expectations, fearing they’ll seem demanding or unrealistic. As a result, assumptions are made, expectations go unsaid, and when they aren’t met, frustration builds.

Having Expectations Work for Everyone

Key points about expectations:

  • Recognizing when you have an expectation about a situation is crucial to managing potential upset.
  • Expressing your expectations clearly and directly to others can help prevent misunderstandings and subsequent upset. Whether it’s deadlines, quality of work, behavior, standards, communication style, or collaboration, don’t leave it to chance. Share your expectations openly and invite discussion.
  • Regularly ask your team and other leaders, “What do you expect from me?” This fosters transparency, humility, trust and a commitment to excellence.
  • Check for Understanding – Simply stating expectations isn’t enough. Confirm that they are clear and agreed upon.
  • Be willing to take responsibility and revisit the conversation when upset arises. Examine whether your expectations were realistic and clear.
  • Be aware that your mind can create expectations based on past experiences. Learn to challenge those assumptions to help mitigate upset.
  • Setting expectations is not a one-time event. Make expectation-setting an ongoing part of leadership and team meetings.

 

The Impact of Clear Expectations

Clear expectations are a leadership superpower. One study found that when expectations become unclear, the biggest decline is in employees’ perception of receiving meaningful feedback. This includes recognition and discussion about collaboration, goals and priorities, and the team’s strengths.

When we get beyond concerns, considerations or fears of looking bad and have direct conversations about expectations, we unlock a new level of effectiveness in the workplace.

Ultimately, leadership is not about having all the answers—it’s about creating an environment where people win together and thrive. By making expectations explicit and keeping the conversation ongoing, leaders don’t just prevent breakdowns—they create cultures of trust, accountability, and success.

 

THE PATH TO LEADERSHIP AWAITS. ARE YOU READY TO TAKE THE FIRST STEP?

At Leaders Team, we blend our disruptive expertise and mentoring to transform challenges into victories, paving the way for groundbreaking success. Our history of reinventing businesses across North America and Europe, including partnerships with organizations like Canada Brokerlink, Whirlpool, U.S. Air Force, and Hallmark Luxury Care Homes showcases our commitment to meeting and exceeding expectations.

Dive into a world where limitations are dismantled, and breakthrough results await. Whether you’re seeking to reshape your company’s culture, empower your team, or achieve unprecedented business outcomes, we’re here to guide you through every step.

Connect with us for a journey of transformation and empowerment. Reach out at general@leadersteam.com or schedule your complimentary consultation here. Together, let’s create a lasting impact and steer your organization towards a future filled with success and fulfillment. Visit our website to learn more about our services.