Do you hold your staff accountable for their actions? And if not, why not. High performance employees expect first to know your expectations. This has to be clear and specific. A good working relationship means each knows the others expectations. And yes staff should have the right to let you know their expectations with respect to their working with you.

And once everyone knows the expectations you have an obligation to give them the right tools to meet the expectations. If you have a faster computer but your staff have to get the work out but old equipment, logic simply doesn't follow. Make sure they can succeed at what you ask.

Everyone wants to know how they are doing and if you don't give feedback on what has been done then you are doing a disservice to your people. When we go into firms and talk with staff one of the main complaints (after we don't know what they expect) is 'we don't know if we are doing what they want'. Staff truly want to improve and be the best but until you tell them it is impossible to win the game.

Finally, you will never succeed as a supervisor of staff if you do not hold people accountable for their actions. This means they know the consequences or results of not meeting expectations. This doesn't mean you fire people. What it does mean is that they may have to revert back to training or be mentored more. The goal is to get people at their best. Unfortunately after you make all attempts to help get someone to meet the expectations it may well be you have the wrong person for the job and you must move on. Accountability is a part of working and a part of life. Until you can put this as a part of the equation of management you don't understand leadership.