The Appeal of Direct Communication: Transparency from Day One
For many leaders and teams, setting clear expectations is critical to fostering productivity and minimizing ambiguity. A highly direct communication style removes guesswork and establishes a foundation of mutual understanding right from the start. Indeed, this kind of candor can:
Streamline Communication: When leaders set expectations early, it minimizes back-and-forth and unnecessary confusion about task priorities and preferred communication methods.
Enhance Alignment: It enables both parties to align on goals, work styles, and project timelines, potentially accelerating productivity and reducing miscommunication.
Foster Self-Awareness and Accountability: By openly acknowledging their strengths and weaknesses, leaders may signal a sense of self-awareness and a commitment to personal accountability, which can be reassuring for a new hire.
Such transparency could be especially effective for teams that value efficiency and precision, or where high-stakes projects require absolute clarity.
Potential Downsides: Is There Such Thing As Oversharing?
While there’s merit to radical honesty, especially upfront, introducing a long list of highly specific expectations around workflow, communications, and management style might feel overwhelming. For some, this detailed approach could create unnecessary pressure or even deter talented hires who would otherwise contribute effectively to the team. Some potential issues with this method include:
Overwhelming Detail: Without context, a long list of “rules” could feel restrictive or prescriptive, especially if the new hire has yet to establish their own working rhythm within the team
Risk of Micromanagement: A specific list of requirements, particularly when tied to communication frequency or punctuality, could be misinterpreted as micromanagement, potentially stifling the new hire’s autonomy and creativity.
Premature Focus on Weaknesses: When leaders openly discuss their own weaknesses, such as a “lack of empathy,” it can introduce unintended biases and shape initial perceptions in ways that might not be constructive.
Rather than fostering openness, this level of detail could inadvertently stifle collaboration, leading to an environment where team members may feel like they’re constantly being monitored or evaluated against a rigid standard.
Balance is Key: Creating a Flexible Framework for Team Success
Leaders may find it beneficial to adopt a flexible framework for expectation-setting, one that prioritizes mutual adaptation over rigid requirements. Instead of a detailed list, they might consider a more conversational approach where expectations are discussed and adjusted based on initial interactions and team dynamics. Here’s how leaders can introduce expectations in a way that feels more organic:
Progressive Onboarding Conversations: Rather than outlining all expectations at once, leaders could discuss goals, values, and work styles incrementally as the new hire becomes more familiar with the team and their role. This approach allows for feedback and adaptation.
Encouraging Open Dialogue: Encouraging questions and disagreements should be a two-way street. Leaders who actively solicit feedback and invite new hires to express their preferences create a more collaborative onboarding experience, allowing everyone to feel invested in shaping a productive team environment.
Emphasizing Cultural Fit and Team Dynamics: Some expectations—like response time to messages—can vary depending on company culture or team norms. Leaders should consider framing these as suggestions rather than mandates, emphasizing a shared commitment to team success over individual compliance.
Making it Personal: Introducing Leaders Authentically
If a leader wants to be clear about their style and strengths, they must do it from an authentic place. Showing your personality and demonstrating genuine investment in your team can make you more relatable and credible. This approach provides an alternative to traditional, walk the halls/authoritarian leadership styles, and sets an example of a more engaging way to lead. For instance:
Share Stories of Success and Growth: Leaders can share anecdotes from past projects that highlight their approach to challenges and teamwork, subtly conveying their values and expectations without a rigid checklist.
Set the Tone in Team Meetings: Rather than starting with a public post, leaders might reserve their first team meetings with new hires to establish mutual expectations in a live setting, offering space for questions and real-time clarification.
Leverage One-on-One Check-Ins: This approach emphasizes flexibility and individual attention, allowing the leader to adapt their expectations to the specific strengths and needs of each team member over time.
Moving Forward: Refining the Onboarding Process for Today’s Teams
Onboarding remains a critical opportunity for leaders and new hires to build rapport, clarify expectations, and establish a foundation of trust. While direct honesty and self-awareness are admirable, they may be more effective when introduced within a flexible framework that encourages mutual adaptation. Leaders should consider taking a measured approach to expectation-setting, one that emphasizes ongoing dialogue and personal connection rather than one-size-fits-all mandates.
Ultimately, balancing candor with flexibility will help leaders foster a team culture where high performance thrives, enabling new hires to settle in and contribute meaningfully without feeling overly restricted. And perhaps more importantly, this approach builds trust—a cornerstone for any productive and fulfilling working relationship.