The Right Way to Hold People Accountable

Having employees understand what is expected of them achieves two important things: it enables your business to run smoothly, and prevents a lot of unnecessary headaches. Getting angry at people when they are unable to meet every need that is required of them is ineffective. Lashing out at employees almost always weakens performance and motivation. Instead, if managers and CEO’s follow these four areas of business, they will soon see how adequate expectations significantly help the efficiency of a business.

Well-defined expectations. This step means that you need to be clear about the outcome you want from your employees. It includes the measure of success and the angle in which people tackle the problem. Depending on the talent that you have in your business, you should expect your team to generate innovative ideas. Some believe that writing a summary about the job ahead helps, but saying what’s expected out loud is most important.
Ability. This aspect of employee accountability includes whether of not an individual has the skills needed to complete a specific task. It also includes an employee’s ability to use the resources they’ve been given to complete a project. Also if a person doesn’t have what they need, can they obtain what’s missing. If they cannot do these things, you will need to ask someone else who will finish the task in a timely manner. Otherwise, managers ultimately setting their workers up to fail.
Feedback. Constant feedback is crucial for a successful business. Feedback is also important for office chemistry. In business it is more important to be helpful than it is to be nice. Workers need to know where the stand. If managers establish clear expectations and understand their worker’s abilities, giving constructive feedback should be easy.
Consequences. If a manager has clearly established the above areas, they have done their job to support their workers to complete their tasks. If workers are unable to complete their mission after their managers have given expectations, assessed the employee’s ability, and given constructive feedback, a successful manager will properly discipline their workers. Some managers will repeat the system to find any lack of clarity throughout the system. If the worker is unable to complete their goal after various attempts and they have followed the guidelines, they are not a good fit for the role. Managers should release the employee from these responsibilities. However, if an individual achieves success, then they should be rewarded.

These aspects of business are essential for a strong culture of accountability. In order for the process to work, every aspect needs to be completed. If an aspect is missed the whole process will crumble and their will never be an established system of accountability.

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