Have you ever started a new job only to realize that what you expected doesn’t quite match reality? Maybe you thought your boss would provide regular feedback, but instead, you are left guessing whether you are performing well. Or perhaps, as a manager, you have seen a new hire who seemed excited at first but quickly became disengaged because they weren’t sure what was expected of them. These scenarios are more common than you think – and they highlight why job expectations and performance goals matter so much in today’s workplace.
In Nigeria, for example, many young graduates enter the labour market with high hopes. They envision rapid promotions, generous salaries, and flexible work conditions. On the other hand, employers often expect new employees to “hit the ground running” with little hand-holding. This disconnect can cause frustration on both sides if clear expectations and goals are not defined early enough.
Let’s look at how job expectations and performance goals shape careers, influence workplace productivity, and create the foundation for long-term success.
Understanding Job Expectations
Job expectations are essentially the unwritten contract between employees and employers. They go beyond the official job description and touch on the day-to-day behaviours, attitudes, and standards required in the workplace.
For employees, job expectations might include:
- Punctuality – arriving at work and meetings on time.
- Teamwork – collaborating respectfully with colleagues.
- Adaptability – being willing to learn new skills or adjust to changes.
- Communication – keeping supervisors updated and asking questions when unclear.
For employers, expectations often include:
- Fair compensation and benefits.
- Opportunities for training and career development.
- Transparent communication from management.
- A supportive work environment where employees can thrive.
When both sides fail to discuss or understand these expectations, it creates confusion. An entry-level banker in Lagos, for instance, might believe their role involves strictly teller duties, only to later discover they are also expected to cross-sell financial products. Without prior communication, the employee feels blindsided while the employer feels the employee is underperforming.
If job expectations are the foundation, performance goals are the building blocks that define how success will be measured. These goals are specific, measurable targets set by employers and employees to ensure alignment with the company’s overall objectives.
Performance goals might include:
- Achieving a sales target of ₦10M in one quarter.
- Completing a professional certification within six months.
- Reducing customer complaints by 20% in a year.
- Leading a project from planning to execution successfully.
The power of performance goals lies in their ability to give employees clarity. With clear goals, you know what “success” looks like in your role. Without them, you are working blindly, unsure if your efforts are enough.
Think of a school teacher: if the principal simply says, “Do well this term,” it is vague. But if the principal adds, “Ensure at least 80% of your students pass their final exams,” the expectation becomes measurable and actionable.
Aligning Job Expectations with Performance Goals
The magic happens when job expectations and performance goals align. It creates harmony between what employees believe they should be doing and what employers truly need from them.
Here’s how alignment plays out in real-life situations:
- In startups: Employees may expect a flexible work culture. Performance goals like “launching a product prototype in three months” reinforce that flexibility doesn’t mean laxity – it means working smart and fast.
- In the corporate world: An employee might expect opportunities for growth. By setting a performance goal of completing a leadership training programme, the company shows it values career progression.
- In small businesses: A shop attendant might expect fair wages. The employer might set a performance goal of increasing sales by upselling. Both parties benefit when the attendant knows their performance directly influences bonuses or promotions.
This balance reduces turnover, boosts motivation, and improves organisational performance.
Why Many Struggle with Job Expectations and Goals
Unfortunately, many organisations fail in this area. The problem often lies in poor communication. A 2023 workplace survey revealed that nearly 50% of employees in Nigeria quit their jobs due to unclear expectations and lack of career growth opportunities.
Other reasons include:
- Unrealistic goals – like expecting a new graduate to generate ₦50M in sales within a year.
- Changing expectations – when management keeps shifting focus without explaining why.
- Lack of feedback – employees don’t know whether they are meeting or missing expectations.
The result? Frustration, disengagement, and sometimes resignation.
If you are an employee, here’s how you can manage job expectations and performance goals:
- Clarify upfront. Don’t assume. Ask during your onboarding: “What does success look like in this role within my first three months?”
- Document expectations. Keep a personal record of what your supervisor has said to avoid misunderstandings later.
- Set SMART goals. Goals should be Specific, Measurable, Achievable, Relevant, and Time-bound.
- Seek feedback. Regularly ask for reviews to know if you are on track.
- Be realistic with yourself. Understand that growth takes time; promotions and salary increases usually follow consistent performance.
Practical Steps for Employers
Employers also have a major role to play:
- Be transparent. Clearly outline what’s expected of each employee. Don’t leave it to guesswork.
- Provide resources. It’s unfair to expect high performance without adequate tools or training.
- Set achievable goals. Ambitious goals are good, but they must also be realistic.
- Recognize effort. Celebrate wins, no matter how small – they reinforce positive behaviour.
- Encourage dialogue. Create space for employees to share their own career expectations.
When employers take these steps, employees feel valued and motivated to perform better.
Bridging Expectations in Nigerian Workplaces
Consider the Nigerian tech industry. Startups often recruit young developers who expect modern perks – like remote work and fast career growth. Employers, however, expect high performance, innovation, and long working hours. To bridge the gap, some firms now adopt performance-based incentives. For instance, developers who meet key milestones like completing a new app feature ahead of schedule earn bonuses or promotions.
This way, job expectations (commitment, teamwork, innovation) align with performance goals (timely project delivery, product quality). Both employer and employee win.
Conclusion
At the end of the day, job expectations and performance goals are like two sides of the same coin – neither works well without the other. When both employees and employers take the time to define, communicate, and align them, the result is clarity, motivation, and workplace harmony.
In Nigeria’s fast-changing job market, where unemployment remains high and competition is stiff, employees who understand expectations and set clear performance goals have a better chance of standing out. Likewise, organisations that embrace this approach attract and retain top talent, improving overall productivity.
As the saying goes, “Clarity is power.” When you know exactly what’s expected of you and what goals you are working toward, you take control of your career growth. And when organisations set the stage for success with clear expectations and goals, they unlock the true potential of their workforce.
So, whether you are a job seeker about to start your first role, or an employer managing a team of seasoned professionals, remember this: the clearer the expectations and goals, the brighter the future – for both the individual and the organisation.
Contributed by Agolo Eugene Uzorka, a Human Resource Management Consultant and Content Writer.
