Management Lessons

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If you would create something, you must be something. –Johann Wolfgang von Goethe ● A Jason Caldarera website

Holding Employees Accountable

One of the biggest mistakes managers can make is to continuously frustrate their employees by not holding them accountable.  Believe it or not, it can frustrate your employees as much as it does you.  Accountability is the key to achieving results and helping identify the opportunities in your organization.  Holding employees accountable helps them to know the satisfaction of achieving a goal and performing to standard (or above!)

If you find yourself addressing the same issues in the same manner time and time again, you might have an issue with accountability.  The same is true if you don’t see your employees and your organization moving forward.  The first step is to identify in which areas you find yourself and your team stagnant.  Everyone will easily choose at least one area in which they would like to see improvement.  To master accountability, choose this one area and focus on it first.  Once you see the results, you’ll be inspired to approach all performance issues with a keen focus on accountability.

The Hallmarks of Accountability

  • Understood Goals – the employee must understand what the team is trying to achieve
  • Buy in – employees must believe in the goal and be a part of the success
  • Benchmarks and a Quantifiable Result – employees need milestones and a result that can be measured
  • Dual Feedback – feedback from the supervisor to the employee and from the employee to the supervisor
  • Evaluation – once a goal is accomplished, celebrate the success

To be successful, the manager must also hold themselves accountable to following through with accountability.  One of the biggest failures is to start the process and not follow through with it.  This causes the employee to lose respect for the process and to question a supervisor’s commitment, which can undermine the entire organization.  Once accountability becomes a part of your management style and organization, you will see improved results and more satisfied employees.

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Filed under: Business, Employee Accountability, Feedback, Follow-Up, Management Lesson, Management Training, News, Setting Goals

4 Responses

  1. Christian says:

    I, completely agree. A manager or a supervisor has to take accountability. That has been the secret behind the success story of most of the managers and as a result, the company. It also applies that as leaders they have to set an example and of course, they may see a change in the behavior of their subordinates.

    I would also recommend the site http://www.youngentrepreneursociety.com/ to all the readers, I just happened to check the site it is definitely worth a visit.

    regards
    Christian

  2. Alan Willaims Ph.D. says:

    Also agree, and I would add:

    – If the manager / leader is not consisten in holding people accountable ,and fairly across the whole team, then that manager / leader will quickly lose credibility, and lose the trust of the team.

    – I believe managers / leadership should be checking performance very often (rather then a 3, 6, 12 months check), and carefully so that it doesn’t look like ‘the policeman’ etc. And if outout quantity / quality etc., is not up to what is expected (clearly set goals and clear understanding of what the outputs must look like etc)then that manager / leader must take remedical action immediately and at first it should be done carefully so that relationships are maintained. Later the more heavy appraoch might be needed.

    In fact I also believe that the day will come when a manager / leader who doesn’t take quick remedial actions will be ‘marked down’ in their own performance rating.

    Put all of that a different way. Is it acceptable that a manager / leader knows one of his/her reporting team is not performing but does nothing about it until the annual appraisal intervew? NO!

  3. […] you set expectations, hold employees accountable. When you see people failing to comply with the clearly-identified requirements, kick them in the […]

  4. […] you set expectations, hold employees accountable. When you see people failing to comply with the clearly-identified requirements, kick them in the […]

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