Resetting Expectations for Your Team

As the end of the year approaches, it’s the perfect time to take a step back and reflect on what’s been happening in your organisation. Are there behaviours you’re starting to notice that you’re just not okay with anymore? Maybe you’ve been brushing it off, but deep down, you know something needs to change.

As a business owner or leader, it’s likely that the culture and behaviours you're seeing haven’t come out of nowhere, they’re patterns that have built up over time. The truth is, sometimes we let expectations slide, whether that’s because of a busy schedule, an attempt to avoid confrontation, or simply not addressing it early enough. But when expectations drop, it can lead to frustration, disengagement, or even resentment.

The good news? Resetting expectations doesn’t have to be a daunting task. In fact, a simple conversation, and perhaps some written guidelines, can work wonders in getting everyone back on the same page. Here’s how to make it happen.

1. Address the Behaviours
   It’s easy to get frustrated when we see certain behaviours cropping up, like someone constantly leaning against the wall, scrolling through their phone, or taking excessive breaks. Maybe there’s a chronic gossiper on the team who’s draining the mood. Whatever the issue, the key is to address the behaviour through a calm, constructive conversation that clarifies expectations moving forward, without making anyone feel personally attacked.
   
   

2. Have an Informal ‘Reset’ Conversation
   Sometimes, all it takes is a simple one-on-one or team meeting where you reset expectations. Let your team know what you expect from them in terms of performance, conduct, and professionalism. This doesn’t have to be a formal disciplinary meeting; it’s about opening up a dialogue. Use this as an opportunity to remind everyone of the standards and why they matter for the culture, the company, and the team’s success.
   
   

3. Ask What They Expect From You
   Resetting expectations isn’t just about you telling your team what needs to change. It’s also an opportunity to ask your employees about their expectations of you. As a leader, where might you be falling short? Maybe they need more clarity on your stance on flexibility (e.g., leaving early for that personal appointment) or what they need to do to earn that promotion or pay rise. When employees aren’t sure about these things, they may start to feel unsupported or disengaged.
   
   Setting clear pathways for growth and support can motivate your team and reduce the chance of misunderstandings or unmet expectations. Without this clarity, people can start to assume you’re either too rigid or too absent, which can negatively impact trust.
   
   

4. Put It in Writing
   Often, words need to be backed up with action. After your reset conversation, it can be helpful to formalise expectations in writing, like in an updated policy or documented conversation. This ensures everyone is on the same page and gives you something concrete to refer back to if behaviour becomes an issue in the future. When conduct falls short, you can point to the specific conversation or communication where expectations were clearly laid out. This reduces any claims of “I didn’t know” and creates accountability on both sides.
   
   

5. Build a Culture of Trust
   At the end of the day, resetting expectations is about building a culture of open, productive communication. When you take the time to discuss and clarify what’s expected, both from you and your team, you’re strengthening the trust between you and your employees. Trust is the foundation of a positive work culture, and when everyone understands what’s expected, it’s easier to work together toward common goals.
   
   
   

So, as the year winds down, take a moment to reflect on your team’s dynamics. Are there any areas where expectations have slipped or where clarity is needed? A simple reset conversation might be just the thing to give everyone a fresh start and help your team head into the new year with renewed focus, motivation, and trust.