Holding your people accountable means being brave enough to have some difficult conversations.
While holding employees accountable may sound confrontational, it doesn’t have to be.
Just remember to focus on the performance, not the person. Assume that most people genuinely want to do a good job and aren’t being difficult on purpose.
Start with a specific example: “John, I noticed that XX happened. What’s your perspective of what went wrong here?”
Throughout your conversation, seek to understand why certain actions were taken or tasks were performed.
Examples include: “Can you walk me through the process you followed here?” or “Did you experience a technical issue we need to fix?” or “Would it help if I sat in on your next meeting?”
Employees may not understand how their behavior affects other team members. Other common reasons for inadequate performance:
- The manager didn’t give clear instructions.
- Extra training is needed.
- There’s a technical issue.
- A personal issue is seeping into work.
- Conflicting priorities.
Addressing the issues and having the difficult conversation will allow you to hold your people accountable.
I hope you enjoyed.
Be safe
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