Although John* tried to remain calm, it was clear that he was frustrated. There was little chance, according to Jeanine, that her team would meet the quarterly goals. “Honestly?” she said. “The numbers weren’t realistic to begin with. It was highly improbable that we would succeed in making them. ”.
And it’s necessary at all levels of the hierarchy. High-ranking executives can’t really be held responsible unless the subordinates they report to carry out their obligations. This a struggle, of course. I have seen leaders direct, question, and plead. They do things like yell, act passive-aggressively, and raise their hands in frustration all in the name of “holding people accountable,” and I have seen this happen. ”.
John quickly recognized the communication gaps with Jeanine after I had given him the information. His expectations were clear, but they had never discussed her capability. He could use coaching to support her development and more frequently review her milestones once they had discussed the gap. That gave him the information he required to provide her with honest and timely feedback.
- Leaders should first hold themselves accountable. …
- Set clear expectations. …
- Don’t Solve — Empathize. …
- Provide the necessary resources. …
- Address poor performance ASAP. …
- Set SMART goals. …
- Provide data. …
- Consistent, ongoing feedback.
How to hold employees accountable
Follow these steps to hold your team members accountable:
1. Set clear goals
Holding your team members accountable requires setting clear expectations and goals. Even better is to document each team member’s responsibilities so you can refer to them later. Allow team members to ask you questions to make sure they comprehend your instructions. Remind them of your expectations frequently, and be clear when anything changes.
2. Make mistakes a learning experience
When an employee makes a mistake, take the opportunity to guide them through it. Make them participate in the process of problem-solving rather than providing a solution for them. This can assist in teaching your team members how to complete a task correctly while also helping them develop these crucial skills.
3. Give regular feedback
Giving feedback to your team members can assist them in determining whether they are living up to your expectations. Think about conducting one-on-one performance reviews to go into detail about each employee’s development. Describe your admiration for their strengths and any areas where they could improve. Help them set goals moving forward using the SMART method. As a result, each of their objectives is clear, measurable, doable, timely, and relevant. This framework can assist your team members in setting high-caliber objectives that they are more likely to accomplish.
4. Measure progress
Create a system to measure the progress of your team. This could involve daily check-ins, peer reviews, or weekly progress reports. By establishing key performance indicators (KPIs), you can monitor the quantifiable outcomes that your team members are generating. Setting concrete goals for them to achieve can help you gauge their development more clearly.
5. Mean what you say
Be consistent with everything you tell your team members. Make sure you are keeping your word, whether it’s a promise you make or expectations you set. Consistency helps your team members know what to expect from you, along with being a good role model. To get your team to take you seriously, for example, you need to uphold the consequences you set up for team members who don’t meet their quotas.
6. Work with other team leaders
Think about having a discussion about your plan for holding employees accountable with other managers. In this manner, you can cooperate to develop a streamlined procedure that is the same throughout the entire company. Include your policies in the employee handbook so that new hires are aware of what is expected of them right away. To make sure your policies are still serving your company’s needs, consider having a team review and revision meeting once a year.
7. Implement a strong onboarding process
Setting clear expectations on the first day of work is a good way to hold employees accountable. Helpful training sessions and resources for new hires to review can aid in their understanding of what is expected of them. Send them information about your business’s dress code, working hours, parking regulations, disclosure agreements, and anything else they might need to know before their first day of work before they even begin.
Why is it important to hold employees accountable?
A crucial component of achieving your department’s goals is holding employees accountable. Everyone can produce better, more reliable work when they are aware of their duties and expectations. It’s critical that you have procedures in place to keep an eye on your employees’ work because some require more oversight than others. When your team members are aware that you are keeping tabs on their objectives and task completion, they may be more motivated to stay on task and produce more. Holding workers accountable also aids in the development of responsibility, a trait that can be applied to almost any position.
Tips for holding employees accountable
Maintaining your team members requires you to oversee their work on a regular basis as part of an ongoing process. You can set clear expectations for your team using the following advice:
How Do I Hold My Employees Accountable? | The Workplace Inside & Out
FAQ
How do you ensure employees are accountable?
- Lead by example and hold yourself accountable first. …
- Set team goals. …
- Work on your feedback skills. …
- Create a culture of two-way feedback.
How do you hold employees accountable without micromanaging them?
- Mustering the Courage to SEE IT: …
- Finding the Heart to OWN IT: …
- Obtaining the wisdom to SOLVE IT: …
- Exercising the means to DO IT:
How do I hold my team accountable?
Create Clear Commitments And Responsibilities They must be aware of the goals of the project, team, department, or organization and how their individual work fits into those goals. Be specific. Meetings should be held to ensure that everyone is on the same page and to remind team members of their duties.
