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 “Meets Expectations” is Not the Same as Poor Performer

Index finger pointing to one start to show that subject only meets expectations

Man pointing finger at one star implying poor performance

It’s performance review time and you’re frustrated.  The superstar you thought you hired is turning out to be a minor-leaguer who can only meet expectations.   In the interview, you were convinced you’d found a future leader who would make the team stronger, smarter, and more efficient but it’s not happening. Instead, you got someone who does the bare minimum, and you can’t figure out what happened.  More importantly,  you want to fix it; to motivate the employee to live up to their true potential. Your frustration has you considering if you should terminate the employee because you can only rate them as “meets expectations”.

You’re trying to figure out what you missed in the interview and how to fix it.  Unfortunately, it all started long before you offered the job offer.  Why? Because the job description is the first place to list the job expectations.  If you are looking for someone with the potential to be a future leader, tell them. All too often, hiring managers list the bare minimum an employee needs to do to meet expectations, then get upset when they get exactly what they requested.  There’s an idea that if someone does more than required, they have the potential for greatness, but you have to wait until they’re working to let them know. I suspect that if you tell applicants you’re looking for greatness in the beginning, you’ll get a better candidate pool. Don’t start with bench players when you can recruit varsity players from the start.

THE EMOTIONAL SIDE OF “MEETS EXPECTATIONS”

To many people, a job is just a job.  Some people don’t want to reach the top of the corporate ladder; they just want to pay their bills.  By not defining expectations in the job description, you’re setting yourself up for disappointment. Once that happens, you’re dealing with emotions, and they’ve affected your ability to reason.  You’re upset that your dream isn’t playing out the way you planned.  Not only is this ineffective, but it’s also not healthy. If you work on understanding and improving your EQ, you will understand that how you see your employee’s role in the organization may not be the same as theirs.

FIRST: SET THE EXPECTATIONS IN THE JOB DESCRIPTION

This is where you start setting your expectations.  You do it not once you’ve filled the position, but as soon as you know you have a position to fill. This is the time to explain what the position entails. In addition to listing duties, don’t forget to include the qualities you expect the candidate to have. You can include things such as:

  • Energetic, independent thinker
  • Strong critical thinking skills
  • Must be able to demonstrate strong, applicable leadership skills

The point is that you can use the job description to attract candidates that fit the role you want.

NEXT: EXPLAIN THE EXPECTATIONS IN THE INTERVIEW

Many hiring managers go into the interview trying to find a good “fit” for the team. What they don’t remember is that the applicant is also interviewing the company.  It’s a two-way street. Setting expectations first in the job description and then in the interview sets the tone for success. If the process involves a panel, all members need to know what the expectations are. Make sure everyone is on board, especially with the soft skills needed to exceed expectations.

Once a final candidate has been chosen, why not discuss the rating system so that the applicant understands what “meets expectations” means?

FINALLY: REINFORCE THE EXPECTATIONS THROUGH COACHING AND MENTORING

If the manager hasn’t set expectations before the candidate comes aboard, it’s not too late.  Work with the employee to set expectations at every opportunity. Some methods include:

  • Outline and agree upon expectations on both sides. Remember, the employee accepted the job offer based on their expectations from the company
  • Set expectations in regular meetings regarding projects, performance, personal development, etc.
  • Use opportunities to coach in the moment, not only when things need correcting but especially when you catch the employee doing something right
  • Hold regular meetings with the employee and follow up with short, confirming emails. This does a couple of things
    • It serves as a reminder for both parties
    • It serves as documentation for further actions (i.e. training opportunities, development and goal-setting plans, discipline actions

BOTTOM LINE: “MEETS EXPECTATIONS” IS JUST FINE

The short answer is that employees that meet expectations are a necessary part of the workforce.  Every organization needs people to do the mundane tasks that keep the wheels turning without fanfare.  A good manager recognizes each employee’s contribution and makes it a point to celebrate what they do to keep the wheels on the bus.