The first question in Gallup’s Q12 engagement survey is simple yet crucial: “I know what is expected of me at work.”
It asks employees to reflect on whether they have a clear understanding of their roles and responsibilities. Employees who answer positively feel confident in their tasks and can focus on delivering results rather than wondering what they should be doing.
A clear understanding of expectations helps align individuals with organizational goals, reduces confusion, and fosters a sense of purpose. It’s not just about job descriptions—it’s about having specific, measurable expectations for each individual and creating an environment where they know what’s required to succeed.
In this first of twelve articles on Gallup’s Q12 engagement survey, we unpack this important question by covering the following topics:
- High-Performing Organizations and Q1
- Where Organizations Can Go Wrong on Q1
- Suggestions for Improvement
- Tips for Managers to Support Q1
- Tip for Employees to Support Their Own Engagement on Q1
- Q1 Engagement Activity
High-Performing Organizations and Q1
In high-performing organizations, clarity is a foundational principle. Here's what they do to support employees on this item:
- Clear Communication of Expectations: Successful leaders set specific, measurable goals and communicate them regularly. They ensure every team member understands not only their day-to-day tasks but also how their work contributes to larger organizational objectives.
- Regular Check-ins: High-performing organizations implement frequent one-on-ones and team meetings to review progress and ensure alignment with expectations. These touchpoints help clarify priorities and address any ambiguities.
- Onboarding and Training: Robust onboarding processes set the tone for new hires by providing clear and structured introductions to job roles, responsibilities, and key expectations. Continuous training ensures employees stay informed and equipped to meet evolving demands.
- Role Clarity: Successful organizations avoid role ambiguity. They create clear job descriptions and provide regular feedback to ensure employees know exactly what’s expected of them and where they are excelling.
High-Performing School Example: Teachers clearly understand their roles, responsibilities, and goals. Expectations for lesson planning, grading, and student outcomes are communicated regularly during staff meetings and one-on-one check-ins with administrators. Teachers are provided with detailed curricula and clear guidelines on instructional practices. There’s a shared understanding of the school’s academic goals, and everyone knows how their individual contributions tie into the overall success of the school.
Where Organizations Can Go Wrong on Q1
While the importance of clarity seems straightforward, many organizations fall short in some key areas:
- Unclear or Evolving Expectations: In organizations where expectations are vague or constantly shifting, employees may become frustrated or disengaged. When roles lack clarity, it can create confusion and inefficiency.
- Failure to Provide Feedback: Without ongoing feedback, employees may feel uncertain about how well they are meeting expectations. This lack of guidance can lead to disengagement or a decline in performance.
- Overload or Micromanagement: While clarity is important, employees who are micromanaged or overloaded with tasks may feel overwhelmed rather than empowered. There’s a delicate balance between setting clear expectations and giving employees the autonomy to achieve those goals.
- Lack of Alignment: When employees' personal goals aren’t aligned with team or organizational goals, their work can feel disconnected. This lack of alignment makes it harder for employees to understand what’s expected of them in a larger context.
Suggestions for Improvement
Here are some practical strategies to improve clarity of expectations and strengthen employee engagement:
- Define SMART Goals: Ensure that goals for employees are Specific, Measurable, Achievable, Relevant, and Time-bound (SMART). This provides a framework that employees can rely on to understand exactly what they are working towards.
- Set Up Regular Check-Ins: Managers should schedule regular one-on-ones with employees to discuss progress and clarify expectations. These meetings provide an opportunity to adjust priorities, address challenges, and offer feedback.
- Provide Written Expectations: Documenting roles and expectations in writing can prevent misunderstandings. Whether through job descriptions, performance reviews, or project plans, having a reference point ensures employees always have clear guidance.
- Encourage Two-Way Communication: Foster an open dialogue about expectations, especially when they need to evolve. Encourage employees to ask questions and share their feedback. It’s essential that both managers and employees align on what success looks like.
- Invest in Training and Development: Continuous learning ensures that employees remain up-to-date with their roles. Offering resources such as skills training, mentorship programs, and leadership development opportunities can give employees the confidence to meet or exceed expectations.
Tips for Managers to Support Q1
- Be Transparent and Consistent: Regularly communicate not only what is expected but why it is important. Being transparent helps employees understand the context behind their tasks, making them feel more invested in the outcomes. Also, ensure that expectations remain consistent over time to avoid confusion.
- Provide Clear Direction: When setting expectations, be specific about what success looks like for each employee. Break down large projects into clear, actionable steps, and help employees prioritize their work effectively. This way, they can see exactly where they’re heading and how to get there.
Tips for Employees to Support Their Own Engagement on Q1
Ask for Clarity: If you’re ever uncertain about your role or expectations, don’t hesitate to ask for clarification. It’s important to ensure you fully understand what’s expected so you can deliver your best work. Proactively seeking clarity demonstrates engagement and helps prevent misunderstandings.
Bonus: Q1 Engagement Activity
Q1: "I know what is expected of me at work."
Activity: "Clarify and Align"
Goal: To ensure that employees are clear on expectations and how their role fits into the organization’s objectives.
Instructions:
- Kickoff Meeting: Begin the month with a team meeting to review the organization’s mission, key goals for the year, and how each team member’s role contributes to achieving those goals.
- Expectation Alignment: Have employees individually write down their top 3 key responsibilities and discuss them with you. Ask them to share where they feel their role aligns with the team’s goals and where they may need more clarity.
- Action Plan: Follow up with individual check-ins throughout the month to address any gaps and clarify expectations as needed.
Outcome: Employees leave the meeting with a stronger understanding of their role’s importance and clarity on what is expected of them.
Conclusion
Clarity around expectations is vital for employee engagement and organizational success. When employees know what’s expected of them, they feel empowered to perform at their best. By providing clear direction, regular feedback, and ongoing support, organizations can ensure that their teams have the guidance needed to thrive.
As we move through 2025, let’s make Q1 a priority in fostering an engaged and high-performing workforce. Stay tuned for next month’s issue, where we’ll dive into Q2: “I have the materials and equipment I need to do my work right.”
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