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Encouraging manager agreements helps create clear expectations and accountability, which improves communication and team performance. One key benefit is that employees understand exactly what is expected of them, making it easier to succeed. However, a challenge is that these agreements can feel too rigid or time-consuming if not applied flexibly, which may reduce adaptability in fast-changing situations.

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Honestly, the manager agreements just put into writing what many companies/managers only communicate verbally. They help provide clarity, are a foundation for performance conversations, and allow for clear, precise information to flow between manager and employee. I like the idea of the employee being involved in the conversation - often, these agreements are set at the highest level and are a blanket for all teammates, instead of allowing people to have an input into what they will actually be able to accomplish.

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Manager agreements build clarity and trust by aligning expectations. The challenge is they can feel rigid if priorities change.

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Manager agreements ensure everyone is on the same page. They allow you to hold team members accountable when they do not fulfill their part of the agreement. It also helps the team member know if they are meeting expectations or not.

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Manager agreements are a great way to allow your employee to grow

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Creating and putting all agreements in writing is a concept that has significant benefits to everyone involved (as long as they are working to effectively comply to the agreement). This allows for creating uniform expectations and accountability for all individuals (both leader and colleague), allows for clear performance discussions (positive or negative) without having to make it subjective, and if certain agreements are met or not met, there are clear expectations of what goal they will meet/repercussions.

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Management agreements are a great way to have team members be heard and contribute to their own growth.

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Manager agreements provide clear expectations and directions which sets up both ends for success. Love the idea of having both parties collaborate on agreement for everyone to be bought in on the idea, instead of being one sided.

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Manager agreements encourage clarity in expectations. Clear is kind. Everyone has the opportunity to win when they understand the expectations.

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It is beneficial to allow your team to be apart of the agreement conversation. Allowing them to select what behaviors, activities, outcomes, etc. would benefit the mission allows you to see their understanding. Also, a connected team knows each other strengths so they will be more apt to move in sync and assisting one another as they will have chosen agreements that they know they can meet. Expectations are set with clarity and achievability. The challenge that can come from this is the loudest voice in the team deciding how things should move forward without considering others capacity. It is important to make sure you hear from everyone on the team. Consider if you need to have individual conversations with each team member.

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I love documenting and following up on all agreements. I used to take them as I missed something but now that Im in a leadership role I view them totally different and part of the development process. Making sure my team knows that is important.

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We have recently implemented a new Performance Agreement. This gives the managers and the individual they supervise a chance to both give their opinions on how the person is performing, what they would like to set as goals, what they would like to learn, to grow within the company as well a chance to discuss constructive feedback.

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One benefit is that it is a very clear way to express what is expected and both parties are in agreement. One challenge could be that they may seem too rigid or inflexible.

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Manager agreements help set clear expectations for both parties so that there is an easier path to management and success.

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Manager Agreements are effective because they clearly communicate expectations to the employee. They help steer actions and conversations away from the fluff of drama or personality types to be able to focus on the goals or issues at hand. Where these agreements could be challenging, is that not everything discussed and agreed upon between an employee and their leader needs to be written out and signed off on. Logical expectations don't need to be written down for the employee to understand and agree to.