Underpromise, Overdeliver: Creating Better Employee Experiences

When it comes to employee experiences, underpromising and overdelivering must be every company's motto. Sure, it is tempting to make big pledges to attract top talent. But then reality hits, and unmet expectations disappoint and mislead employees.

The key is to set expectations upfront and then exceed them with extra perks. From their first day forward, make employees feel valued, supported, and empowered. Underpromising and overdelivering will result in loyal, motivated, and invested employees who contribute to the company's success.

The Problem: Overpromising and Underdelivering Damages Employee Experience

Overpromising during the onboarding process creates expectations that are impossible to meet. When companies overpromise and underdeliver, it damages the employee experience and morale. During interviews and onboarding, employees hear about certain benefits, perks, and experiences, leading them to form expectations. If companies fail to follow through, employees become jaded and cynical.

Bad experiences can spread through word-of-mouth and online reviews. It can damage the company’s employer brand and ability to attract top talent. To build good experiences, companies need to avoid inflated claims about culture, benefits, and perks. Instead, they must be transparent and honest to set proper expectations. Underpromising and overdelivering lead to happier employees and a better experience.

When employees’ experiences exceed their expectations, it boosts satisfaction and retention. Even small acts can make a massive impact. Over time, a pattern of underpromising and overdelivering builds trust and goodwill. Employees come to appreciate their company’s commitment to creating a positive work environment and a culture that values employee wellbeing.

Briefly, to improve employee experience, companies need to avoid the urge to overpromise. They must be honest in employer branding and set clear expectations during onboarding. Then, they must underpromise and overdeliver to boost satisfaction, retention, and morale in the long run. Building trust and goodwill through small acts of overdelivery leads to a cycle of good employee experiences.

The Solution: Reset Expectations Through Underpromising

To improve employee experiences, companies need to reset expectations by underpromising.

• Focus on Realistic Commitments

Make commitments that the company can fulfill. Be transparent about what is feasible and avoid unrealistic expectations. For example, do not promise frequent promotions if career growth is slow. Be honest in job listings and during the interview process about growth pathways. This helps employees come in with realistic expectations about their career path.

• Deliver on Promises and Exceed When Possible

After making commitments, the company must deliver on them, whether extra paid days off, career growth, or a pay raise after a probation period. When possible, the company must even strive to overdeliver. For example, if the budget allows, try to provide slightly higher pay raises than expected. These small acts show employees that they can count on their company.

By underpromising and overdelivering, companies can positively impact employee experiences. Transparent communication and follow-through build trust and goodwill, while exceeding expectations shows employees that the company values them. The result is a more engaged, loyal workforce and a stronger company culture. With today’s war for top talent, companies that make employee experiences a priority will have a market edge.

The Payoff: Deliver an Exceptional Employee Experience by Overdelivering

When companies underpromise and overdeliver, they create experiences for employees that build loyalty and goodwill.

• Keep Expectations in Check

Rather than making lofty promises about pay, benefits, or the work environment during the hiring process, keep expectations realistic. Be upfront about both the upsides and hurdles of the role. This helps ensure new hires come in with eyes open, knowing the job dynamics.

• Exceed Expectations

Once employees are on board, try to exceed their expectations in meaningful ways. For instance, if workloads increase during busy periods, consider offering extra paid time off once the crunch time has passed. Or, if a team meets a huge milestone, celebrate with a team lunch or gift cards.

• Share the Wealth

When the company performs well, make sure employees share in the success. If profits are up, provide spot bonuses, increase the company's 401(k) match, or invest in extra perks. Employees will appreciate the recognition and rewards.

By underpromising and overdelivering, companies can transform the employee experience. Employees will feel valued and invested in the company’s success. They will be willing to go the extra mile rather than feeling like just another cog in the wheel. The result is a dedicated, motivated workforce and a long-term market edge.

FAQ: Improving Employee Experience Through Managing Expectations

1. Why is managing employee expectations vital?

Managing employee expectations is crucial to improving their experience. When companies underpromise and overdeliver, employees feel surprised, and their morale improves. Far-fetched expectations often lead to disappointment and frustration. By providing clear guidelines about what employees can expect, companies can boost motivation and satisfaction.

1. How can companies underpromise and overdeliver?

Here are the ways companies can underpromise and overdeliver:

• Set feasible targets and timelines for projects. Do not promise quick turnarounds. It is better to exceed timeline expectations than to miss them.
• Provide detailed job previews. Give employees a realistic sense of day-to-day tasks so they know what the role entails. This avoids confusion and frustration down the road.
• Offer extra perks and benefits. While companies must be upfront about standard benefits, throwing in extras creates a notable experience.
• Provide frequent feedback and rewards. Regular check-ins, praise, and small rewards help motivate employees. It also shows that the company appreciates their work. Even if monetary raises are not always possible, rewards and recognition go a long way.
• Ask for feedback. Survey employees regularly to better understand their challenges, desires, and opinions. Then leaders can make minor changes that have a massive impact. Employees will appreciate that the company hears their voices and is responsive to their needs.

By following these guidelines, companies can shape expectations and build goodwill through overdelivery. The result is a positive employee experience and a motivated, loyal workforce. Underpromising and overdelivering is a win-win strategy for success.

Conclusion

In the end, underpromising and overdelivering are all about putting people first. When leaders focus on creating good employee experiences, they build trust, boost morale, and get the best out of their teams. Sure, it takes more work on the front end to set expectations. But the payoff —in engagement, productivity, and retention —makes the effort so worthwhile.

Underpromise, overdeliver, and watch the workforce thrive. People will feel valued and cared for, leading to better business outcomes. Companies must consider how they can positively surprise their employees and then make it happen.