Keeping Employees Accountable for Results

Quick Tips for Busy Managers

 Keeping Employees Accountable for Results

Author: Brian Cole Miller
Pub Date: January 2006
Print Edition: $17.95
Print ISBN: 9780814473207
Page Count: 160
Format: Paper or Softback
e-Book ISBN: 9780814429020

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Table of Contents

CONTENTS

Acknowledgments

ix

Introduction: The SIMPLE Approach to Accountability

1

Chapter 1. SET EXPECTATIONS

7

Step 1.

Determine what your organization wants to accomplish.

7

Step 2.

Determine what part of your organization's success is your team's responsibility.

13

Step 3.

Determine what part of your team's results you will hold each individual accountable for.

14

Step 4.

Determine who should write your employees' goals.

16

Step 5.

Use SMART to define each employee's responsibilities with goals that are Specific.

19

Step 6.

Use SMART to define each employee's responsibilities with goals that are Measurable.

22

Step 7.

Use SMART to define each employee's responsibilities with goals that are Action-oriented.

26

Step 8.

Use SMART to define each employee's responsibilities with goals that are Realistic.

29

Step 9.

Use SMART to define each employee's responsibilities with goals that are Time-bound.

32

Checklist: Set Expectations

35

Chapter 2. INVITE COMMITMENT

37

Step 1.

Be prepared to explain to your employees why their goals exist.

37

Step 2.

Be prepared to explain to your employees what is in it for them if they reach their goals successfully.

39

Step 3.

Get ready for your discussion about goals with your employees.

46

Step 4.

Present or discuss the goals with your employees.

49

Step 5.

Seek buy-in or commitment to the goals.

52

Step 6.

Document their agreement to meet their goals in a Performance Plan.

57

Example: Performance Plan

59

Checklist: Invite Commitment

63

Chapter 3. MEASURE RESULTS

65

Step 1.

Make sure the measurement tools you use are efficient.

65

Step 2.

Make sure the measurement tools you use are fair.

67

Step 3.

Make sure the measurement tools you use are simple.

69

Step 4.

Use and share the data as soon as it is available.

71

Step 5.

Implement the measurement tools and gather the data.

72

Step 6.

Compare the actual results you measured to the goals.

74

Step 7.

Identify the organization's gain or loss due to your employees' actions.

75

Checklist: Measure Results

77

Chapter 4. PROVIDE FEEDBACK

79

Step 1.

Motivate yourself to offer feedback.

79

Step 2.

Determine when to deliver your feedback.

82

Step 3.

Set the stage for a positive interaction.

83

Step 4.

Be specific about what you observed.

84

Step 5.

Focus on the behavior or action, not the person or attitude.

89

Step 6.

Never use the word but.

92

Step 7.

Explain the impact on the organization.

94

Step 8.

Understand your employees' perspectives.

96

Step 9.

Offer a suggestion, if appropriate.

98

Checklist: Provide Feedback

104

Chapter 5. LINK TO CONSEQUENCES

107

Step 1.

Determine what consequence(s) should apply.

107

Step 2.

Remind your employee of his prior commitment.

109

Step 3.

Spell out what action you will take and why.

111

Step 4.

Own the action you are taking.

114

Step 5.

Agree on a specific action plan.

116

Step 6.

Set a follow-up date and stick to it.

119

Step 7.

Offer your support.

121

Step 8.

Document the discussion.

123

Example: Link to Consequences Discussion

125

Example: Link to Consequences Documentation

128

Checklist: Link to Consequences

129

Chapter 6. EVALUATE EFFECTIVENESS

131

Step 1.

Hold yourself accountable for what you accomplished.

131

Step 2.

Hold yourself accountable for how you accomplished it.

132

Index

137

About the Author

145

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