One of the most common complaints I hear from business owners is this:
“Why don’t my employees get the basics?”
The “basics” usually aren’t complicated — show up on time, greet the customer professionally, wear the right gear, finish the job thoroughly. Simple, right?
But then I ask:
“Do you have it written down? Are you reviewing them against those expectations?”
The answer is almost always no.
They Should Just Know, but Here is the Truth
Here’s the truth: if you don’t clarify expectations in writing and review people based on those expectations, you’re leaving performance to chance.
Why it matters:
1. No more wasted time correcting what should’ve been clear
2. Your team starts thinking bigger
3. Performance reviews become objective and useful
4. You hire smarter
These principles are a core part of how we help companies scale operationally at Efficiency Edge, LLC — and they apply whether you have 5 people or 500.
🗳️ Poll: Do you conduct job reviews?
✅ Yes, objective reviews
🤔 Yes, but mostly subjective
❌ No, not really
💡 Planning to start soon
When we place the right people in the right roles — and give them a clear target — everyone wins.
What’s one expectation you wish your team understood better? Drop it in the comments — I’d love to hear.
