The Power of Expectations
The Power of Expectations
4 Steps to Elevating Employee Performance through Positive Beliefs
Expectations shape reality. This simple yet profound concept, rooted in Expectations Theory, has far-reaching implications for various aspects of life, from education to the workplace and even with our families.
The expectations we hold for others can significantly influence their performance and growth. This article highlights the transformative power of positive beliefs and explores why maintaining high expectations for employees’ performance and potential is so critically important for today’s effective leaders seeking a more engaged and more motivated workforce.
We also look at four practical steps managers can take to harness the power of expectations and elevate employee performance, but let’s start with the concept of Expectations Theory.
What is Expectations Theory?
Simply put, it is the notion that what we expect to happen in a situation often influences how events unfold. This theory has been studied and applied in various fields, including psychology, education, and business.
Expectations Theory, often associated with the self-fulfilling prophecy, suggests that the expectations we have about others can lead to behaviours that cause those expectations to come true. Basically, if you expect someone to perform well, you will likely treat them in ways that encourage high performance, thereby increasing the chances that they will indeed perform well.
On the other hand, low or negative expectations can limit an individual’s growth and contribute to disengagement or underperformance – leading to behaviours that stifle performance and reinforcing the belief that the individual is incapable of achieving more.
The Experiment in Education: A Tale of Two Classes
While studying for my teaching qualifications, I came across a compelling story that perfectly illustrates the power of expectations.
Two lecturers at a Further Education College were assigned two different classes for the same subject (I think it was welding, but definitely an engineering-type subject). Unbeknownst to them, an experiment was being conducted.
One lecturer was told that their class consisted of the top-performing students, while the other was informed that their class had the lowest-performing students. In reality, the “top” class was actually composed of poorer-performing students, and the “low” class was made up of high achievers.
As the term progressed, an astonishing outcome emerged. The class labelled as low-performing outperformed the class labelled as high-performing! But how did this happen? The answer lies in the power of expectations.
The lecturer who believed they were teaching top students treated them as such, setting high expectations and providing encouragement and support. These students, in turn, rose to the occasion, exceeding expectations. Meanwhile, the lecturer who believed they had a low-performing class likely conveyed lower expectations, which led to poorer performance despite the students’ actual capabilities.
This experiment, though ethically questionable by today’s standards, revealed the powerful impact of expectations, both positive and negative, on individual performance. It also serves as a reminder to educators and leaders that our beliefs about individuals can have a significant influence on their growth and potential.
By setting high expectations, providing support and encouragement, and believing in their abilities, we can help individuals reach their full potential – an important lesson applicable to today’s workplace.
Expectations Theory in the Workplace
The experiment described above highlights the importance of expectations in individual performance, an idea that has direct implications in the workplace. In a professional setting, leaders and managers often have preconceived notions about their employees’ capabilities, which can greatly impact their work and development.
Employees who are perceived as capable and high-performing are more likely to receive challenging assignments, opportunities for growth and advancement, and positive feedback. On the other hand, those who are deemed less competent may be given mundane tasks, overlooked for promotions or training opportunities, and receive negative evaluations.
These expectations can also create self-fulfilling prophecies – where individuals internalise the beliefs others have about them and subconsciously live up to those expectations. For example, an employee who is constantly told they are not capable of leadership may start to doubt their abilities and shy away from taking on leadership roles.
Therefore, it is crucial for leaders and managers to be aware of the power of expectations and strive to create a positive and supportive environment for all employees.
Benefits of High Expectations on Employees
Here are several ways high expectations can positively influence employee outcomes:
1. Boosting Confidence and Self-belief
Employees often internalise the beliefs their managers hold about them. When managers express high expectations, employees are more likely to believe in their own abilities and strive to meet those expectations. This boost in confidence can drive them to take on challenges, develop new skills, and achieve more than they initially thought possible.
2. Encouraging a Growth Mindset
High expectations foster a growth mindset, the belief that abilities and intelligence can be developed through effort and learning. When managers expect their employees to grow and improve, they create an environment where continuous learning and development are valued. Employees become more open to feedback, more resilient in the face of setbacks, and more motivated to pursue personal and professional growth.
3. Enhancing Performance
When employees are aware that their managers expect high performance, they are more likely to push themselves to meet those standards. High expectations can lead to increased motivation, effort, and focus. Employees strive to excel, knowing that their managers believe in their potential and are invested in their success.
4. Creating a Positive Work Environment
High expectations contribute to a positive and supportive work environment. When managers communicate their belief in their employees’ abilities, it fosters a culture of trust and mutual respect. Employees feel valued and appreciated, which can enhance job satisfaction, loyalty, and overall morale.
The Risks of Low Expectations in the Workplace
On the flip side, low expectations can expose an organisation to detrimental risks. When managers do not believe in their employees’ capabilities, it can lead to a self-fulfilling prophecy of underperformance.
This means low expectations can:
× Erode Employees’ Confidence
When employees are consistently met with low expectations, it can erode their confidence and self-esteem. They may start to doubt their abilities, leading to a decrease in motivation, productivity and the confidence to take on new challenges.
× Limit Growth and Development
Without high expectations from their managers, employees may not push themselves to take on new challenges or develop new skills. This can stifle their growth opportunities within the organisation and hinder career progression.
× Diminish Employee Motivation
Low expectations can also result in a lack of motivation and engagement. Employees may feel undervalued and unappreciated, leading to reduced effort and commitment towards their work. This can ultimately result in decreased productivity and performance.
× Damage Team Dynamics
In an organisation where low expectations are prevalent, it can create a negative cycle where employees feel undervalued and unchallenged, leading to disengagement, resistance to working collaboratively and ultimately, a toxic workplace culture.
4 Steps to Implementing High Expectations
Implementing High Expectations is key to unlocking an employee’s full potential and fostering a positive work environment. To harness this power, managers should take these 4 steps:
1. Set Clear and Ambitious Goals
Clearly communicate the expectations and standards you have for your employees. Ensure that these goals are challenging yet attainable.
2. Provide Support and Resources
Equip employees with the necessary tools, training, and resources to meet high expectations. Offer guidance and support to help them navigate challenges.
3. Recognise and Celebrate Achievements
Acknowledge and celebrate when employees meet or exceed expectations. Positive reinforcement can motivate them to continue striving for excellence.
4. Encourage a Culture of Feedback
Foster an environment where constructive feedback is valued. Use feedback to help employees grow and improve, reinforcing the belief in their potential.
Igniting Potential: The Power of Positive Leadership
The power of expectations cannot be underestimated. Managers can harness it to inspire confidence, foster growth, enhance performance, and create a positive work environment. Ultimately, believing in your employees’ ability to excel and grow is not just a managerial strategy; it’s a catalyst for unlocking their true potential.
At More Than Motivation, I specialise in helping businesses develop strategies to harness the power of positive expectations. My Liberating Leadership program is designed to equip leaders with the skills and mindset needed to inspire confidence, foster growth, and create a motivating work environment. By believing in your employees’ potential, you can become the spark for their success.
To learn more about how you can implement these strategies in your organisation to enhance your leadership skills and create a thriving workplace, visit the Liberating Leadership page or Get in touch with Fiona at More Than Motivation for a chat.
As a professional member of the International Stress Management Association, holder of a CPCAB-accredited Level 5 Diploma in Mental Health & Wellbeing Awareness and an accredited Practitioner of Motivational Maps and Liberating Leadership, I can help you develop a wellbeing strategy, undertake stress risk assessments to protect your workforce, and provide team and leadership development for your organisation.
Follow me on Facebook, Instagram, and LinkedIn, and visit my website for more info!
