Sie führen ein neues Teammitglied. Wie können Sie klare Leistungserwartungen setzen, ohne Stress zu verursachen?

As a Senior Leader in the Army, it is our protocol to provide new Soldiers with an initial counseling. It lays out Leader expectations and what the Soldier can expect. It conveys the organization's "mission"/focus etc. Great communication is not only part of being a great leader, but it helps ease those transitioning into a new organization by keeping them informed and it opens the floor for questions to reduce stress or uncertainty.

I'd start with identifying their current skills and abilities, and matching their new goals and tasks within this range, or just beyond, those skills and abilities, as long as there is guidance to encourage them. This is the 'challenge-skills' ratio, as identified by Mihaly Csikszentmihalyi, needed for flow and full engagement.

Provide regular feedback to the new team member. This should not just be about areas of improvement, but also recognition of their achievements. Constructive feedback can help them understand their performance level and reduce stress caused by uncertainty.

In my leadership journey, I’ve found that regular feedback is key. Schedule consistent one-on-one meetings to discuss progress, celebrate achievements, and address concerns. This ongoing dialogue builds trust and clarity, helping the new team member feel supported and less stressed. It's important to balance recognition with constructive feedback, fostering an environment where they feel comfortable seeking guidance and discussing challenges.

Regular feedback is crucial for setting performance expectations, promoting open communication, identifying training needs, ensuring realistic expectations, and creating a positive work environment. • Early and frequent communication during interviews and onboarding. • Detailed job description outlining key responsibilities, skills, and outcomes. • Regular check-ins to ensure alignment and adjust as needed. • Setting SMART goals and aligning expectations with employee's experience level and resources. • Providing context and clarity about employee's role's contribution to team and organization goals. • Collaborating and providing support through goal-setting and training. • Leading by example to model expected behaviors and standards.

Pairing new team members with seasoned mentors has been invaluable in my experience. A mentor can provide insider knowledge, practical advice, and support, making the transition smoother. This approach reduces stress and helps the new team member feel more integrated and confident. It's a personalized way to ensure they understand performance expectations and can navigate their new role effectively.

I believe mentorship process allows for buy in from both the mentor and mentee. Finding someone who has skills and talents to lead and teach a new team member allows them to fill fulfilled while the new team member fills comfortable diving in. At the same time, you're building strong relationships and bonds within your team that only helps you facilitate your overall goals and culture as a leader!

Assigning a mentor to a new team member will help him adapt quickly with confidence. Mentorship enables members to establish bonds and good working relationships. A mentor must be knowledgeable and trained to be able to foster the relationship by giving guidance to the new members.

Ensure that the new team member has access to all the resources they need to perform their tasks effectively. This includes tools, documents, and other team members. Knowing they have the necessary resources can reduce stress and boost confidence.

Resource accessibility means making sure your new team member has everything they need to succeed. This can include things like providing clear instructions, access to training materials, and introducing them to the right people for help. It's like you're teaching someone a new recipe. You wouldn't just hand them a list of ingredients and expect a perfect dish. You'd show them the steps, provide the tools, and maybe even answer questions along the way. By providing resources, you're setting clear expectations while also reducing their stress by giving them the support they need.

Ensuring access to all necessary resources is crucial. From training materials to software, having the right tools at their disposal empowers new team members to meet expectations confidently. Walking them through these resources and highlighting key information can prevent frustration. In my global teams, this proactive support has been instrumental in reducing stress and enabling new members to perform effectively from the start.

Emphasize the importance of work-life balance and encourage flexibility. Let them know that it’s okay to take breaks and ask for help when needed. This can create a less stressful work environment.

Flexibility is a cornerstone of effective leadership, particularly with new team members. Acknowledge that learning curves vary and be prepared to adjust workloads or targets as needed. Encourage open communication about any difficulties they encounter. In my experience, demonstrating this flexibility shows a commitment to their success and well-being, reducing stress and fostering a positive and productive work environment.

Hold an introductory meeting to welcome the new team member and set the tone for your working relationship. Clearly explain their role, the team’s objectives, and how their work contributes to the team’s success. Frame expectations in a positive manner, emphasizing support and growth opportunities.

Positive culture is a great foundation! When a new team member feels welcome and supported, they're less likely to get stressed about expectations. Imagine starting a new class. If the teacher is friendly and explains things clearly, you feel confident asking questions. In the workplace, this translates to regular check-ins, open communication, and offering help. By creating a positive environment, your new team member will feel comfortable clarifying expectations and asking for guidance, reducing stress and setting them up for success.

Foster a positive and inclusive team culture. Encourage open communication and collaboration. A positive work environment can reduce stress and make the new member feel welcomed and valued.

Be realistic 😉 Many ways: set clear expectations, understand skills that can be applied to achieve productivity, and much more. But it always depends on individual. I have met people with a boundless ambition to learn & achieve, as well as people with opposite character. Yes, you can easily achieve your “leadership goals” with talented & diverse people. It's truly an amazing feeling to discover the talent. But sometimes you meet a person who has 0 motivation & desire to contribute to the common goal, who gives the feeling that the person is part of another planet, and even he has no desire to land in the world in which you are now) )) don’t lose time. It wouldn't make sense anyway even if you try 1000 times. my humble advice...

Set Realistic Expectations: Ensure that the performance expectations are realistic and attainable. Avoid overwhelming the new team member with too many tasks or unrealistic deadlines. Open Communication: Maintain open lines of communication. Encourage the new team member to voice their concerns, seek clarification, and share their thoughts. Be approachable and responsive. Celebrate Achievements: Recognize and celebrate the new team member's achievements and milestones. Positive reinforcement boosts confidence and motivates them to perform at their best.

Remember that everyone adapts to new environments at their own pace. Be patient and supportive during their initial phase. Also, make sure that the performance expectations are realistic and considerate of their learning curve. This can prevent unnecessary stress and promote a healthy work relationship.

in this situation supporting communication and validity communication helps Support communication involves active listening,intent full listening, listen first to understand, asking clarify question, understand other people point of view, being non judgemental ,by being descriptive, being specific, being problem oriented not personal oriented, use right kind of empathy, avoid criticism, effective use of scare resources own the communication, use of words, authority accountability autonomy altruism reciprocity Validity communication involves affirmating conjunctive accepting and clarifying