- \n
- Ready-to-use template<\/strong><\/a><\/li>\n\n\n\n
- 10 easy steps<\/strong> you can start following today<\/li>\n\n\n\n
- Real-life examples<\/strong> to help you get started<\/li>\n<\/ul>\n\n\n\n
Let\u2019s dive in!<\/p>\n\n\n\n
\n- \n
- Setting expectations with employees helps teams reduce role confusion, conflicts, and failed handoffs.<\/li>\n\n\n\n
- Make your expectations realistic and tailor them so that they account for each team member\u2019s strong suits and drawbacks.<\/li>\n\n\n\n
- Enforcing expectations can get hectic, which is why managers and team leads can use a customizable template to keep track of employee behavior and progress.<\/li>\n<\/ul>\n<\/div><\/div>\n\n\n\n
Why setting clear expectations matters<\/h2>\n\n\n\n
Setting expectations with your team is crucial if you want to cultivate an environment of trust and accountability.<\/p>\n\n\n\n
The benefits are well-worth the effort, as clear expectations:<\/p>\n\n\n\n
- \n
- Eliminate ambiguity <\/strong>\u2014 Don\u2019t assume anything is self-evident. Even if you think something \u201cgoes without saying\u201d, say it anyway. The reiteration dispels ambiguity across your team and allows them to keep going without costly mistakes.<\/li>\n\n\n\n
- Increase employee autonomy<\/strong> \u2014 Clear performance expectations remove the cognitive load of planning from employees\u2019 shoulders and define frameworks within which their creativity can run free.<\/li>\n\n\n\n
- Decrease employee stress <\/strong>\u2014 One of the primary stressors at work<\/a> is not fully understanding your responsibilities. This stress intensifies during times of crisis and change. More concerningly, in Gallup\u2019s 2026 country-level reports<\/a>, nearly half of U.S. employees state they have experienced significant stress for the majority of the previous work day.\u00a0<\/li>\n\n\n\n
- Increase employee engagement<\/strong><\/a> \u2014 Additional employee engagement research from Gallup<\/a> indicates that employees whose job descriptions match their actual daily work are 2.5 times more likely to be engaged.<\/li>\n\n\n\n
- Improve overall team communication <\/strong>\u2014 Picture this: John from customer support<\/a> didn\u2019t reach out to an angry customer because he assumed it was Maya\u2019s responsibility. Consequently, the customer canceled their subscription, and coworkers began picking sides. If only their team communication<\/a> had been clear, this entire situation could have been avoided.<\/li>\n<\/ul>\n\n\n\n
\n
\n\nPrioritize clear and consistent communication<\/h2>\n
Use Pumble by CAKE.com to communicate expectations, exchange feedback, and stay connected.<\/p>\n\n
\n Get started today<\/a>\n\n Learn more<\/a>\n <\/div>\n <\/div>\n\n\n\n \n ![\"Illustration\"](\"https:\/\/pumble.com\/blog\/wp-content\/themes\/product-blog\/public\/images\/pumble\/banners\/landing-3.png\")
\n <\/picture>\n <\/div>\n<\/div>\n <\/p>\n\n\n\nSetting expectations with employees: Template<\/h2>\n\n\n\n
Making a list of behavioral expectations is pretty straightforward \u2014 simply outline the behaviors that are welcome and those that are not. However, ensuring those desired behaviors actually stick is a different matter.<\/p>\n\n\n\n
If you need some help getting everyone on the same page, our employee expectations template comes in handy. You can customize it based on your needs and specific <\/strong>team dynamics<\/strong><\/a>.<\/strong><\/p>\n\n\n\n
In general, a comprehensive employee or team expectations template should cover:<\/p>\n\n\n\n
- \n
- The desired outcomes<\/li>\n\n\n\n
- The rationale<\/li>\n\n\n\n
- Exact deadlines<\/li>\n\n\n\n
- Team actions<\/li>\n\n\n\n
- Individual roles and responsibilities<\/li>\n<\/ul>\n\n\n\n
![\"Setting](\"https:\/\/pumble.com\/blog\/wp-content\/uploads\/2021\/12\/Setting-expectations-with-employees-\u2014-template.webp\")
<\/figure>\n<\/div>\n\n\n\ud83d\udd3d Setting expectations with employees \u2014 template<\/a><\/p>\n\n\n\n
You\u2019ll find it easier to fill out the manager expectation template once you\u2019re familiar with the different types of expectations you can set.<\/p>\n\n\n\n
Types of expectations for employees <\/h2>\n\n\n\n
In the below sections, we\u2019ll explore the core categories of managerial expectations.<\/p>\n\n\n\n
Individual expectations<\/h3>\n\n\n\n
Individual expectations refer to what you anticipate from a specific team member. <\/strong><\/p>\n\n\n\n
Let\u2019s say that your design team has a new addition, and you want them to take charge of all chart designs. So, whenever that employee encounters a chart-related task in their project management software<\/a>, they\u2019ll take it on, which aligns with your managerial expectations.<\/p>\n\n\n\n
Team expectations <\/h3>\n\n\n\n
Team expectations refer to what is required from the group as a whole<\/strong>. <\/p>\n\n\n\n
For example, many projects, such as a product launch campaign, require efficient team collaboration. That\u2019s why it\u2019s important to clarify roles and responsibilities from the get-go, and have some team members working on targeting the right audience, others on copy or creating a social media buzz, etc.<\/p>\n\n\n
\n![\"Reiterate](\"https:\/\/pumble.com\/blog\/wp-content\/uploads\/2021\/12\/Reiterate-expectations-for-your-product-team-in-Pumble-by-CAKE.com-.webp\")
Reiterate expectations for your product team<\/a> in Pumble by CAKE.com\u00a0<\/figcaption><\/figure>\n<\/div>\n\n\n Before assigning responsibilities, managers need to take into account both individual strengths and weaknesses. Failing to do so can quickly derail a project\u2019s success.<\/p>\n\n\n\n
\n
\n\nKeep projects on track<\/h2>\n
Make Pumble your digital HQ and effortlessly collaborate with employees and external partners.<\/p>\n\n
\n Sign up<\/a>\n\n Learn more<\/a>\n <\/div>\n <\/div>\n\n\n\n \n ![\"Illustration\"](\"https:\/\/pumble.com\/blog\/wp-content\/themes\/product-blog\/public\/images\/pumble\/banners\/templates.png\")
\n <\/picture>\n <\/div>\n<\/div>\n <\/p>\n\n\n\nPerformance expectations<\/h3>\n\n\n\n
Performance-based expectations cover the tangible job requirements, tasks, and responsibilities of each person on a team.<\/strong><\/p>\n\n\n\n
They go beyond a simple job description \u2014 each employee needs to understand the specifics of their work (e.g. what they need to do, what tools they should use, etc.). More importantly, they need to know how their role ties into the broader company goals.<\/p>\n\n\n\n
The 3 elements that constitute clear performance expectations<\/strong> are:<\/p>\n\n\n\n
- \n
- S.M.A.R.T. objectives<\/strong> \u2014 What needs to be done<\/li>\n\n\n\n
- Rationale<\/strong> \u2014 Why it needs to be done<\/li>\n\n\n\n
- Actions<\/strong> \u2014 How it needs to be done<\/li>\n<\/ol>\n\n\n\n
All 3 elements are present in the following example. <\/p>\n\n\n\n
Let\u2019s say the S.M.A.R.T. objective<\/strong> for your sales team<\/a> is to increase the closing ratio from 35% to 40% by the end of Q2. The rationale<\/strong> is to improve the efficiency of the sales department and boost overall profitability. The necessary action<\/strong> involves personalizing the sales pitch follow-up strategy through targeted research and customer data analysis.<\/p>\n\n\n\n
Examples of performance expectations<\/h4>\n\n\n\n
Common performance-based standards include:<\/p>\n\n\n\n
- \n
- Regularly achieving KPIs and similar performance metrics<\/a><\/li>\n\n\n\n
- Meeting quarterly sales targets\u00a0<\/li>\n\n\n\n
- Managing daily tasks without much oversight<\/li>\n\n\n\n
- Training new hires on regular procedures<\/li>\n\n\n\n
- Monitoring progress toward task completion<\/li>\n<\/ul>\n\n\n\n
As long as the reasoning behind the objective is transparent, employees will understand exactly what they\u2019re striving toward. From there, the performance expectation can be broken down into individual responsibilities.<\/p>\n\n\n\n
\n\ud83d\udca1 PUMBLE PRO TIP<\/strong><\/p>\n\n\n\n
For more insight on how to use S.M.A.R.T. goals for business communication, check out this post:<\/p>\n\n\n\n
- \n
- How to Define S.M.A.R.T. Goals for Workplace Communication<\/a><\/li>\n<\/ul>\n<\/div><\/div>\n\n\n\n
Behavioral expectations<\/h3>\n\n\n\n
Behavioral expectations dictate the norms, values, and behaviors that employees are expected to uphold<\/strong>.<\/p>\n\n\n\n
These expectations ensure that employees are a cultural fit and can successfully collaborate with their teams<\/a>.\u00a0<\/p>\n\n\n\n
The most important behavioral expectations<\/strong> in the workplace center around:<\/p>\n\n\n\n
- \n
- Time<\/strong> \u2014 Time-based expectations are especially important for distributed teams<\/a> working across different time zones<\/a>. These rules allow everyone to stay in the loop without sacrificing their off-hours. Whenever employees wrap up a task by its deadline or show up to meetings on time, they are meeting time-based expectations.\u00a0<\/li>\n\n\n\n
- Communication<\/strong> \u2014 These guidelines outline how, when, and where employees should communicate. Using a secure business messaging app<\/a> to keep in touch with coworkers and a company wiki to find information about company procedures, both fall under communication expectations.\u00a0<\/li>\n\n\n\n
- Culture<\/strong> \u2014 Organizational values, beliefs, and attitudes all constitute workplace culture<\/a>. Examples of culture-based behavioral expectations include being accountable for your work (as well as your mistakes), actively participating in teamwork, and asking for help<\/a> when needed.\u00a0<\/li>\n<\/ul>\n\n\n\n
Examples of time expectations<\/h4>\n\n\n\n
Some of the time expectations you can set for your team include:<\/p>\n\n\n\n
- \n
- Starting shifts on time<\/li>\n\n\n\n
- Accurately estimating the time required for a specific project<\/li>\n\n\n\n
- Implementing new workflow strategies to save time<\/li>\n\n\n\n
- Completing urgent assignments without compromising quality<\/li>\n\n\n\n
- Adhering to established time-tracking procedures<\/li>\n<\/ul>\n\n\n\n
Examples of communication expectations<\/h4>\n\n\n\n
Your communication expectations might cover:<\/p>\n\n\n\n
- \n
- Informing teammates of issues as soon as they arise\u00a0<\/li>\n\n\n\n
- Asking follow-up questions when requiring clarification<\/li>\n\n\n\n
- Using approved instant messaging apps<\/a><\/li>\n\n\n\n
- Engaging in respectful client and customer communication<\/li>\n\n\n\n
- Practicing active listening without interruptions<\/li>\n<\/ul>\n\n\n\n
Examples of culture expectations<\/h4>\n\n\n\n
Additional culture-based expectations include:<\/p>\n\n\n\n
- \n
- Refraining from casual conversations at work<\/li>\n\n\n\n
- Following a polite meeting etiquette\u00a0<\/li>\n\n\n\n
- Avoiding an \u201calways online and available\u201d mindset<\/li>\n\n\n\n
- Prioritizing agility over slow-moving procedures<\/li>\n\n\n\n
- Participating in team-building activities<\/a><\/li>\n<\/ul>\n\n\n\n
How to communicate expectations to employees in 10 steps<\/h2>\n\n\n\n
Follow this 10-step process to set requirements right from the beginning.<\/p>\n\n\n\n
#1 Determine your expectations<\/h3>\n\n\n\n
The first step is to set specific requirements to minimize potential confusion.<\/strong><\/p>\n\n\n\n
Whenever possible, use the S.M.A.R.T. approach \u2014 which turns vague ideas into <\/strong>specific<\/strong>, <\/strong>measurable<\/strong>, <\/strong>achievable<\/strong>, <\/strong>relevant<\/strong>, and <\/strong>time-bound objectives \u2014<\/strong> to define expectations<\/strong>. The more clearly you can define a requirement to yourself, the better you\u2019ll be able to convey it to your team.<\/p>\n\n\n\n
It\u2019s a good idea to establish these boundaries right before starting a new project. Instead of just handing off assignments with no instructions, take the time to consider:<\/p>\n\n\n\n
- \n
- Realistic deadlines\u00a0<\/li>\n\n\n\n
- Who should work on what<\/li>\n\n\n\n
- The anticipated project trajectory<\/li>\n<\/ul>\n\n\n\n
After mapping out these details, you can move onto specifics. <\/p>\n\n\n\n
#2 Break down expectations into action items<\/h3>\n\n\n\n
It\u2019s not enough to expect your employees to do a great job. Not when the real question is \u2014 what exactly does a job well-done look like for each individual on your team? And what are the specific steps they can take to achieve it?<\/p>\n\n\n\n
This does not mean that you should micromanage your team<\/a> or lay out every minor detail. Rather, breaking down expectations merely means providing general instructions or steps, which are clear enough to guide employees toward desired results<\/strong>.<\/p>\n\n\n\n
For instance, if you want an employee to design an infographic for an upcoming blog post, you\u2019ll outline the steps they should follow in your team collaboration app<\/a>.<\/p>\n\n\n
\n![\"Posting](\"https:\/\/pumble.com\/blog\/wp-content\/uploads\/2021\/12\/Posting-step-by-step-instructions-in-a-Pumble-channel-.webp\")
Posting step-by-step instructions in a Pumble channel<\/figcaption><\/figure>\n<\/div>\n\n\n Keep teams in the loop with Pumble<\/a><\/p>\n\n\n\n
Breaking expectations down into bite-sized action items is equally important when <\/strong>onboarding new employees<\/strong><\/a>. <\/strong>For a smooth transition, follow the 30-60-90 rule to set milestone-based expectations. This will allow you to prioritize actions items and establish 3 distinct periods in the first 90 days:<\/p>\n\n\n\n
- \n
- Learning phase<\/strong> \u2014 During the first month, the expectation is that the employee will learn information pertinent to their job, rather than achieve quick wins and immediate results.\u00a0<\/li>\n\n\n\n
- Contributing phase<\/strong> \u2014 During the second month, expectations shift as the employee uses what they\u2019ve learned to participate in collaborative team projects.\u00a0<\/li>\n\n\n\n
- Execution phase<\/strong> \u2014 During the third month, the employee has a complete understanding of their job description and can complete a variety of tasks without excessive supervision.\u00a0<\/li>\n<\/ol>\n\n\n\n
#3 Explain the reasoning behind your expectations<\/h3>\n\n\n\n
Once you\u2019ve laid out the what and how, it\u2019s time to explain the why.<\/p>\n\n\n\n
Further workplace engagement research from Gallup<\/a> shows that employees are much more engaged if they find meaning in their day-to-day work. To ensure your team members find purpose in their assignments, show how their actions directly impact the bigger picture by:<\/strong>\u00a0<\/p>\n\n\n\n
- \n
- Explaining how their individual roles contribute to specific project milestones.\u00a0<\/li>\n\n\n\n
- Describing which specific actions support the company\u2019s long-term mission and vision.\u00a0<\/li>\n<\/ul>\n\n\n\n
Understanding the reasoning behind a task will give employees an extra boost to put more thought and effort into their work.<\/p>\n\n\n\n
For example, when setting behavioral expectations for your customer support team \u2014 e.g. how they should communicate with clients<\/a> and prospects \u2014 don\u2019t just provide instructions. Explain how the support team directly affects customer perception of the company, as they are the first point of contact responsible for building a stellar business reputation.\u00a0<\/p>\n\n\n
\n![\"Sharing](\"https:\/\/pumble.com\/blog\/wp-content\/uploads\/2021\/12\/Sharing-client-feedback-in-a-team-channel--scaled.webp\")
Sharing client feedback in a team channel<\/figcaption><\/figure>\n<\/div>\n\n\n #4 Overcommunicate<\/h3>\n\n\n\n
If employees keep missing vital information, don\u2019t be afraid to overcommunicate your expectations.<\/strong><\/p>\n\n\n\n
This doesn\u2019t mean you should spell everything out for them. But, don\u2019t shy away from repeating the message several times to make sure everything sinks in. <\/p>\n\n\n\n
For example, let\u2019s say you have a new set of rules for how social media managers should run official social media channels. A multi-step roll-out will reinforce your message without being pushy.<\/p>\n\n\n\n
First, announce the news during your weekly group meeting<\/a>. Then, create a document with the instructions and post it in your business messaging app<\/a>. For maximum visibility, pin the document<\/a> so that it doesn\u2019t get lost in the general discussion.<\/p>\n\n\n
\n![\"Pinning](\"https:\/\/pumble.com\/blog\/wp-content\/uploads\/2021\/12\/Pinning-Pumble-messages-boosts-their-visibility-.webp\")
Pinning Pumble messages boosts their visibility<\/figcaption><\/figure>\n<\/div>\n\n\n \n\ud83d\udca1 PUMBLE PRO TIP<\/strong><\/p>\n\n\n\n
For more reasons why overcommunication matters for high-performing teams, head to this blog post:<\/p>\n\n\n\n
- \n
- The Importance of Overcommunication in a Remote Workplace<\/a><\/li>\n<\/ul>\n<\/div><\/div>\n\n\n\n
Hello Pumble, bye messy communication<\/a><\/p>\n\n\n\n
#5 Listen<\/h3>\n\n\n\n
One of the essential communication skills an effective leader can have is to actively listen to employee needs and adapt to them<\/strong>.<\/p>\n\n\n\n
While deciding how to communicate expectations, take in feedback, and use it to consider the individual needs and strengths of your employees. <\/p>\n\n\n\n
The personalized approach makes employees feel genuinely seen, but it also motivates them to excel. This is particularly important when they\u2019re beginning a new task or project. <\/p>\n\n\n\n
One simple example is asking a developer to build a new in-app feature. Through previous 1:1 meetings<\/a>, you\u2019ve learned they\u2019re a functional thinker who prefers to get to work straight away without unnecessary chit-chat. As a result, you skip the small talk and provide them with a detailed design document.<\/p>\n\n\n\n
The document contains all the relevant technical details, so the developer can reference it whenever they need a refresher. <\/p>\n\n\n\n
\n\ud83d\udca1 PUMBLE PRO TIP<\/strong><\/p>\n\n\n\n
Active listening helps us better understand and respond to our coworkers, making it one of the most valuable soft skills in the workplace. For a deep dive on active listening, check out our detailed guide:<\/p>\n\n\n\n
- \n
- Active Listening: Benefits, Skills, and Tips<\/a><\/li>\n<\/ul>\n<\/div><\/div>\n\n\n\n
#6 Provide resources<\/h3>\n\n\n\n
You can\u2019t count on employees to fulfill their tasks unless you provide them with the necessary resources.<\/strong> <\/p>\n\n\n\n
This is a crucial step when delegating responsibilities to new hires, as they may not be aware of all the assets available to them.<\/p>\n\n\n\n
When communicating tasks to employees, make sure to include links to internal materials and helpful websites. A short DM in your team\u2019s instant messaging app<\/a> is a good starting point. From there, everyone can pin or save the message and quickly access the shared resources whenever they need them.\u00a0<\/p>\n\n\n
\n![\"Welcoming](\"https:\/\/pumble.com\/blog\/wp-content\/uploads\/2021\/12\/Welcoming-new-employees-via-Pumble-by-CAKE.com-.webp\")
Welcoming new employees via Pumble by CAKE.com<\/figcaption><\/figure>\n<\/div>\n\n\n You could also create a separate onboarding channel that will act as a permanent archive of all messages, links, and files newcomers will find useful. <\/p>\n\n\n\n
Show the same initiative with more seasoned employees, too. Be ready to point them in the right direction whenever they need a bit of guidance.<\/p>\n\n\n
\n![\"Answering](\"https:\/\/pumble.com\/blog\/wp-content\/uploads\/2021\/12\/answering-employee-questions-in-a-pumble-thread.webp\")
Answering employee questions in a Pumble thread<\/figcaption><\/figure>\n<\/div>\n\n\n \n\ud83d\udca1 PUMBLE PRO TIP\u00a0<\/strong><\/p>\n\n\n\n
Knowledge bases go a long way in keeping documents, data, and messages organized and available. To learn how to create the best knowledge base for your employees, check out this resource:<\/p>\n\n\n\n
- \n
- How to Create the Best Knowledge Base for Your Team<\/a><\/li>\n<\/ul>\n<\/div><\/div>\n\n\n\n
Get on-demand answers in Pumble<\/a><\/p>\n\n\n\n
#7 Involve employees <\/h3>\n\n\n\n
Besides your employees\u2019 individual strengths, you should also consider their opinions. Otherwise, you might misjudge their work styles and capabilities.<\/p>\n\n\n\n
Involving employees in the process of setting goals and expectations creates a sense of accountability that motivates them to do their best.<\/strong> In fact, work engagement research<\/a> shows that employees who work in high-involvement organizations are much more engaged than those in low-involvement environments.<\/p>\n\n\n\n
Like every other process in your team, communicating expectations should be a collaborative effort<\/a> \u2014 at least to an extent.<\/p>\n\n\n\n
Try turning the end of your team video conferences<\/a> into a group brainstorming session. Attendees can pitch ideas, share constructive feedback<\/a>, and offer to work on parts of the project they\u2019re drawn to.<\/p>\n\n\n
\n![\"Brainstorming](\"https:\/\/pumble.com\/blog\/wp-content\/uploads\/2021\/12\/Brainstorming-via-Pumble-video-calls-is-perfect-for-remote-and-hybrid-teams-.webp\")
Brainstorming via Pumble video calls is perfect for remote and hybrid teams\u00a0<\/figcaption><\/figure>\n<\/div>\n\n\n When the session is done, review the meeting recording<\/a> and prepare a plan of action based on the ideas you\u2019ve come up with together.<\/p>\n\n\n\n
Work together on Pumble video calls\u00a0<\/a><\/p>\n\n\n\n
#8 Verify that everyone has understood what\u2019s expected of them<\/h3>\n\n\n\n
Sometimes, when managers and employees believe they are on the same page, it turns out they aren\u2019t even in the same book.<\/p>\n\n\n\n
If you\u2019re unsure whether you’ve made yourself clear, it\u2019s best to ask everyone to repeat what you\u2019ve said in their own words. <\/strong><\/p>\n\n\n\n
This step is particularly beneficial for complex instructions, such as when implementing a new approach to your marketing strategy due to poor results. <\/p>\n\n\n\n
Gather your marketing team<\/a> via video or voice call<\/a>, and, at the end, ask attendees to take turns to briefly describe their roles in the campaign. Their responses will help you gauge whether anyone\u2019s job description needs further clarification.<\/p>\n\n\n
\n![\"Using](\"https:\/\/pumble.com\/blog\/wp-content\/uploads\/2021\/12\/Using-video-calls-to-check-for-understanding-is-simple-thanks-to-in-call-messages-and-hand-raising.webp\")
Using video calls to check for understanding is simple thanks to in-call messages and hand-raising<\/figcaption><\/figure>\n<\/div>\n\n\n \n\ud83d\udca1 PUMBLE PRO TIP<\/strong><\/p>\n\n\n\n
Making sure your team is aligned will always be an ongoing effort. For more tips and tricks on how to keep things running smoothly, head to these guides:<\/p>\n\n\n\n
- \n
- How to Improve Two-Way Communication in the Workplace<\/a><\/li>\n\n\n\n
- 5 Team Collaboration Strategies for Better Collaboration<\/a><\/li>\n<\/ul>\n<\/div><\/div>\n\n\n\n
Stay in sync via Pumble by CAKE.com<\/a><\/p>\n\n\n\n
#9 Check in<\/h3>\n\n\n\n
Setting and communicating expectations is not a one-and-done.<\/strong> If you lay down the requirements and only check back in right before the deadline, you may be in for an unpleasant surprise.<\/p>\n\n\n\n
A lot can happen in the meantime, such as:<\/p>\n\n\n\n
- \n
- Employees misunderstanding the objective and failing the task.<\/li>\n\n\n\n
- Teams struggling due to unclear expectations.<\/li>\n\n\n\n
- Workplace conflict<\/a> due to unclear employee roles.<\/li>\n<\/ul>\n\n\n\n
That\u2019s why regular check-ins matter \u2014 you can see firsthand how well employees are doing and whether they\u2019re on the right track.<\/strong><\/p>\n\n\n\n
So, if you\u2019ve tasked a member of the finance team<\/a> with preparing a budget forecast for the upcoming year, don\u2019t just stop at setting a deadline. Give detailed instructions, conduct occasional check-ins, and review the preliminary analyses.\u00a0<\/p>\n\n\n
\n![\"Checking](\"https:\/\/pumble.com\/blog\/wp-content\/uploads\/2021\/12\/Checking-in-doesnt-have-to-be-lengthy-or-formal-\u2014-send-voice-messages-.webp\")
Checking in doesn\u2019t have to be lengthy or formal \u2014 send voice messages<\/a> in Pumble by CAKE.com<\/figcaption><\/figure>\n<\/div>\n\n\n As the project goes on, you can have fewer check-ins, especially if you\u2019ve determined your team member has got everything handled. <\/p>\n\n\n\n
- 5 Team Collaboration Strategies for Better Collaboration<\/a><\/li>\n<\/ul>\n<\/div><\/div>\n\n\n\n
- How to Improve Two-Way Communication in the Workplace<\/a><\/li>\n\n\n\n
- How to Create the Best Knowledge Base for Your Team<\/a><\/li>\n<\/ul>\n<\/div><\/div>\n\n\n\n
- Active Listening: Benefits, Skills, and Tips<\/a><\/li>\n<\/ul>\n<\/div><\/div>\n\n\n\n
- The Importance of Overcommunication in a Remote Workplace<\/a><\/li>\n<\/ul>\n<\/div><\/div>\n\n\n\n
- Contributing phase<\/strong> \u2014 During the second month, expectations shift as the employee uses what they\u2019ve learned to participate in collaborative team projects.\u00a0<\/li>\n\n\n\n
- Learning phase<\/strong> \u2014 During the first month, the expectation is that the employee will learn information pertinent to their job, rather than achieve quick wins and immediate results.\u00a0<\/li>\n\n\n\n
- Communication<\/strong> \u2014 These guidelines outline how, when, and where employees should communicate. Using a secure business messaging app<\/a> to keep in touch with coworkers and a company wiki to find information about company procedures, both fall under communication expectations.\u00a0<\/li>\n\n\n\n
- Time<\/strong> \u2014 Time-based expectations are especially important for distributed teams<\/a> working across different time zones<\/a>. These rules allow everyone to stay in the loop without sacrificing their off-hours. Whenever employees wrap up a task by its deadline or show up to meetings on time, they are meeting time-based expectations.\u00a0<\/li>\n\n\n\n
- Rationale<\/strong> \u2014 Why it needs to be done<\/li>\n\n\n\n
- S.M.A.R.T. objectives<\/strong> \u2014 What needs to be done<\/li>\n\n\n\n
- Increase employee autonomy<\/strong> \u2014 Clear performance expectations remove the cognitive load of planning from employees\u2019 shoulders and define frameworks within which their creativity can run free.<\/li>\n\n\n\n
- Eliminate ambiguity <\/strong>\u2014 Don\u2019t assume anything is self-evident. Even if you think something \u201cgoes without saying\u201d, say it anyway. The reiteration dispels ambiguity across your team and allows them to keep going without costly mistakes.<\/li>\n\n\n\n
- 10 easy steps<\/strong> you can start following today<\/li>\n\n\n\n
![\"Illustration\"](\"https:\/\/pumble.com\/blog\/wp-content\/themes\/product-blog\/public\/images\/pumble\/banners\/landing-3@2x.png)
\n <\/picture>\n <\/div>\n<\/div>\n <\/p>\n\n\n\n![\"Illustration\"](\"https:\/\/pumble.com\/blog\/wp-content\/themes\/product-blog\/public\/images\/pumble\/banners\/templates@2x.png)
\n <\/picture>\n <\/div>\n<\/div>\n <\/p>\n\n\n\n