Keeping Employees Accountable for Results: Quick Tips for Busy Managers

CONTENTS......Page 6
Acknowledgments......Page 10
Introduction: The SIMPLE Approach to Accountability......Page 14
Step 1. Determine what your organization wants to accomplish.......Page 20
Step 2. Determine what part of your organization’s success is your team’s responsibility.......Page 26
Step 3. Determine what part of your team’s results you will hold each individual accountable for.......Page 27
Step 4. Determine who should write your employees’ goals.......Page 29
Step 5. Use SMART to define each employee’s responsibilities with goals that are Specific.......Page 32
Step 6. Use SMART to define each employee’s responsibilities with goals that are Measurable.......Page 35
Step 7. Use SMART to define each employee’s responsibilities with goals that are Action-oriented.......Page 39
Step 8. Use SMART to define each employee’s responsibilities with goals that are Realistic.......Page 42
Step 9. Use SMART to define each employee’s responsibilities with goals that are Time-bound.......Page 45
Checklist: Set Expectations......Page 48
Step 1. Be prepared to explain to your employees why their goals exist.......Page 50
Step 2. Be prepared to explain to your employees what is in it for them if they reach their goals successfully.......Page 52
Step 3. Get ready for your discussion about goals with your employees.......Page 59
Step 4. Present or discuss the goals with your employees.......Page 62
Step 5. Seek buy-in or commitment to the goals.......Page 65
Step 6. Document their agreement to meet their goals in a Performance Plan.......Page 70
Example: Performance Plan......Page 72
Checklist: Invite Commitment......Page 76
Step 1. Make sure the measurement tools you use are efficient.......Page 78
Step 2. Make sure the measurement tools you use are fair.......Page 80
Step 3. Make sure the measurement tools you use are simple.......Page 82
Step 4. Use and share the data as soon as it is available.......Page 84
Step 5. Implement the measurement tools and gather the data.......Page 85
Step 6. Compare the actual results you measured to the goals.......Page 87
Step 7. Identify the organization’s gain or loss due to your employees’ actions.......Page 88
Checklist: Measure Results......Page 90
Step 1. Motivate yourself to offer feedback.......Page 92
Step 2. Determine when to deliver your feedback.......Page 95
Step 3. Set the stage for a positive interaction.......Page 96
Step 4. Be specific about what you observed.......Page 97
Step 5. Focus on the behavior or action, not the person or attitude.......Page 102
Step 6. Never use the word but.......Page 105
Step 7. Explain the impact on the organization.......Page 107
Step 8. Understand your employees’ perspectives.......Page 109
Step 9. Offer a suggestion, if appropriate.......Page 111
Checklist: Provide Feedback......Page 117
Step 1. Determine what consequence(s) should apply.......Page 120
Step 2. Remind your employee of his prior commitment.......Page 122
Step 3. Spell out what action you will take and why.......Page 124
Step 4. Own the action you are taking.......Page 127
Step 5. Agree on a specific action plan.......Page 129
Step 6. Set a follow-up date and stick to it.......Page 132
Step 7. Offer your support.......Page 134
Step 8. Document the discussion.......Page 136
Example: Link to Consequences Discussion......Page 138
Example: Link to Consequences Documentation......Page 141
Checklist: Link to Consequences......Page 142
Step 1. Hold yourself accountable for what you accomplished.......Page 144
Step 2. Hold yourself accountable for how you accomplished it.......Page 145
C......Page 150
E......Page 151
F......Page 152
M......Page 153
R......Page 154
S......Page 155
W......Page 156
About the Author......Page 158