No matter your position in life, combatting entitlement can be a formidable battle. People may feel entitled to things they haven’t earned and it can lead to misguided entitlement.
Combatting entitlement begins by setting clear expectations and offering feedback. Doing so will help to break down the culture of entitlement.
1. Define Your Expectations
Setting expectations can help you meet your objectives, whether it’s getting more sleep or hosting an effective safety meeting. Not only that, but they also give you direction and boost self-worth as well.
Establishing expectations is the best way to manage them. Utilize a format that includes SMART goals (Specific, Measurable, Achievable, Realistic and Time-Based).
Once you have defined your expectations, it is essential to explain why they matter. Doing this will enable your employees to comprehend how the expectations relate to the company’s overall goals and objectives.
Another essential step in setting expectations is out how they will be monitored. Regular check-ins and project progress reviews are an effective way to monitor progress and guarantee expectations are being met.
As a manager, it’s essential to set expectations for your direct reports in an open and honest way. Doing this will enable employees to comprehend your objectives and work toward them with assurance.
Keep your expectations realistic to prevent burnout and frustration for your team members. Unrealistic expectations are one of the leading causes of people leaving their jobs.
Communicating your expectations to new hires is essential for their success. Doing so helps them become acquainted with the job and guarantees they meet your criteria from day one.
Establishing clear expectations for your direct reports is essential to creating a productive work atmosphere and increasing productivity. It also serves to build trust with team members and supervisors, increasing employee engagement, decreasing conflict, and improving morale.
2. Provide Feedback
Feedback is an indispensable tool that aids employees in developing their skills and capabilities. It also strengthens the bonds between managers and employees, fostering more open communication between them.
Feedback should always be positive and designed to help an employee become even better at their job. This involves providing objective observations that encourage improvement in performance while also highlighting any weaknesses that need to be addressed.
However, before providing feedback to an organization, there are a few things you should take into account. If the feedback given is not timely or inappropriate, it could negatively impact their morale and performance.
Before beginning to provide feedback to someone, it’s important to consider their individual needs. If your remarks focus on personal attributes rather than objective facts, they could be taken as an attack rather than helpful insight.
Another important consideration when using language is its tone. While being truthful and empathic is essential, avoid using derogatory or condescending terms that could be offensive or hurtful.
Finally, focus on mutual interests and goals when communicating with your manager. For instance, when providing them feedback about their team performance or project outcomes, be genuine in your conversation and demonstrate that both of you are working toward a common objective.
After providing feedback, it may be wise to follow up with a follow-up meeting to make sure the employee is adhering to your instructions. Doing this can help build your relationship with them, make them feel valued and increase their trust in you; additionally, it could encourage them to provide more constructive criticism in future.
3. Be Accountable
Employees who understand they will be held accountable for their actions tend to work harder and produce superior results, which benefits both the business and its customers.
Accountability is one of the most crucial abilities a leader can instill in their staff. It’s the cornerstone of any successful business and essential for creating trust within an organization. Accountability plays an integral role in any successful venture.
Combatting entitlement culture starts with managing expectations. This requires outlining clear expectations for each employee and setting realistic deadlines for their performance. Furthermore, consistency in expectations must be ensured across all levels of the company.
A culture of entitlement occurs when individuals feel they deserve certain perks without having earned them or performed well. Entitlement is particularly prevalent among millennials, and it must be curbed in order to improve the working environment for all employees.
Psychologists describe entitlement as a personality trait that fosters unrealistic expectations and false beliefs. It’s typically shown through excessive demands for benefits or perks, often indicative of narcissism.
This type of behavior not only undermines a workplace, but it can be costly in the long run. For instance, if employees fail to perform their tasks accurately, it could result in poor customer satisfaction ratings and revenue losses for the business.
Managers who foster a culture of accountability must be strong leaders who can hold their employees accountable and set clear expectations. Furthermore, managers must provide feedback on performance while meeting deadlines with commitment and determination.
4. Be Flexible
Flexibility is an invaluable asset to possess in both work and life. It enables you to adjust quickly when faced with changing circumstances, helping avoid negative repercussions. Furthermore, flexibility helps develop better problem-solving abilities and boosts resilience when faced with difficulties.
Flexibility at work means being able to take on new projects and explore areas of interest. This can increase job satisfaction and boost your career prospects.
Flexibility can also help you achieve a good work-life balance, as it allows you to make time for family responsibilities without feeling overwhelmed. However, keep in mind that not all jobs offer flexibility; therefore, research the possibilities and ask your employer if there are any available opportunities.
Flexible scheduling at work can be advantageous to both you and your employer, as it promotes better teamwork. Furthermore, it means you have the flexibility to adjust your work hours in case of emergencies or unexpected events like sick days or travel plans.
Furthermore, providing your employees with flexibility at work demonstrates your confidence in them. It increases their morale and makes them feel more committed to your company.
Particularly when tackling new projects, which may prove challenging to execute. Giving your staff the freedom to decide how and when they work best will increase their likelihood for success.
Furthermore, being flexible in your personal life can be beneficial to both you and your partner. It allows both of you to pursue our own interests, which helps strengthen the bond and enhances happiness within the relationship.
5. Be Patient
Combatting the culture of entitlement is one of the more challenging issues to do, as it permeates so many aspects of our lives – from families and relationships, to businesses, schools, and even government institutions. It’s a phenomenon that must be tackled head-on if we hope to succeed in combatting it effectively.
Entitlement occurs when people feel they are entitled to something due to their status or other circumstances. It could be as simple as an extra hour at work or something more substantial like a promotion.
Contrary to popular belief, entitlement is not just a problem for millennials. According to Carleton University psychology professor Janet Mantler, entitlement is actually an “state of mind” which can increase or decrease depending on how social conditioning has shaped it.
Through her decade-long research, she has observed a rise in entitlement across Western society, not just among millennials.
If your company has an entitlement culture, you can help eliminate it by setting clear expectations and holding employees accountable for their performance. Doing this will prevent the culture of entitlement from taking hold and enable employees to reach their full potential.
Another way to prevent the culture of entitlement is by having an impartial employee review process. This should include giving everyone an equal chance for input.
Make sure your review process is inclusive and encourages people to discuss their goals and aspirations. Doing this will enable them to have an honest dialogue, giving you a better insight into their current performance as well as areas for improvement.
Finally, be patient with those who struggle with an entitlement mindset. It will take them some time to comprehend that they aren’t entitled to anything; rather, it is up to them to decide what they want and deserve.
