Successful Organizations Hold People Accountable for Achieving Goals and Meeting ExpectationsTuesday, March 22, 2022
It’s not uncommon to hear employees grumble about how certain coworkers and bosses don’t pull their weight at work. Oftentimes collaborators shudder when they hear the word “accountability” because it takes them to a dark place where they are going to take the blame for mistakes and problems.
2. Leaders must become master diagnosticians. Why is your employee not performing? Are there skill gaps? Technical issues? Lack of motivation? You can’t fix something if you don’t know what’s wrong to begin with. 3. Measure what matters. Vague goals provide vague results. This is incredibly frustrating both for management and collaborators. Return to your SMART goals metrics: specific, measurable, achievable, relevant, and time-bound. 4. Improve relationships through real conversations about work. Change the conversation – dig deep. Connection is a key piece of accountability – to the job, to our peers, to our managers. Instead of the dry-toast weekly or monthly check-in, dig deeper with meaningful questions: What are you most proud of this quarter? Who helped you reach your goals? How do you think I could help you do your job better? What learning opportunities are out there that you’d be interested in pursuing (conferences, workshops, classes etc.) 5. Stories matter. Sometimes employees come up with the most unique, clever, and creative ways to solve a problem, work with a challenging client, improve a process. In a meeting, or one-on-one, ask employees to share the story behind their success. Learn from each other. There are so many more ways to build a culture of accountability at work. Prepare for success! "When we fail to set boundaries and hold people accountable, we feel used and mistreated. This is why we sometimes attack who they are, which is far more hurtful than addressing a behavior or a choice." ? Brené Brown |
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