HOLDING EMPLOYEES ACCOUNTABLE

One of the most common complaints I hear from business leaders is about a “lack of accountability” in their company. They claim to have the “Vision” identified – they know where they are going (even if their people don’t). They claim to have a Strategic Plan (more likely a set of projections and goals – but unfortunately goal setting is not strategy). And they think they have the right people on their team (sort of). But what really frustrates the business leader is the struggle to get their employees to do what needs to get done – and do it faster!

So I’ll give you the benefit of the doubt. Let’s say you do have a well-articulated vision of what your company can become. You have crafted a winning strategy to get there, and you have made your plan visible to all your staff using a One Page Strategic Plan. You have followed a rigorous recruitment process and have hired a team full of high performing “A” Players.  So, now what?

Business Execution is still the #1 Challenge

Even with all these elements in place, execution is still the #1 challenge for business leaders. A good starting point to drive execution and accountability is to clearly document the performance standards for each role:

1. The key duties and outcomes that each role and employee is accountable for

2. The Key Performance Indicator (KPI) number(s) that will be used to measure successful performance in the role

3. Every role should have at least one tangible measure of successful performance - that can be tracked every week (or at least monthly).

YOU drive Accountability

Assuming you have recruited the right person for each role who; (a) “fits” with your company Core Values; and (b) has the necessary competencies to succeed in the role - the onus is on YOU the manager to provide the necessary training and support – AND you must hold the person accountable for meeting the required performance standards.

 

This is where many managers struggle. Accountability requires the discipline of giving your people regular feedback on their performance. We recommend this feedback is given every week. Business Execution Software makes this easy.

 

What are the consequences?

 

Every week, when your employee completes their tasks, moves their projects forward, and meets their KPI targets - the consequence should be that they receive genuine praise from their manager. Good performance must be recognized and reinforced.

 

Poor performance must also be confronted immediately. If there are no consequences, the manager is implying that poor performance and lack of accountability is acceptable. The consequence should be that both the manager and the employee discuss the poor performance, identify the cause, and agree the specific actions that both parties will take to improve the results before the next weekly meeting.

 

Increase Employee Accountability

1-    Time and Attendance Software  -  Once an employee clocks-in, the information is recorded and can then be uploaded onto the time and attendance software allowing for accurate tracking of employee attendance. This software can also be incorporated into the billing software, allowing the track of hours by client or project.

2-    SMART Goals  -  Empower your employees to set their own SMART Goals  SMART goals are specific, measurable, achievable, results-oriented and time-bound. Note that all individual SMART Goals drive the Strategic Plan.

3-    Team Incentive Programs: Team incentive programs will allow employees to reach their highest accountability and potential. Employees will work together towards completing common goals, and will be compensated for going above and beyond the goals set out for them.

4-    Prioritization: Employees often struggle to balance tasks and goals and eventually become overwhelmed and unable to complete their tasks on time. It is important to help your employees prioritize their responsibilities in relation to your company’s overall goals. Helping to prioritize will allow your employees to feel more organized and competent in the tasks they are assigned.

5-    Monitor Progress: Monitoring your employees’ progress will help motivate them to be more productive and accountable. It is only natural that when we know someone is watching our progress that we will try to perform to our best abilities. Along with monitoring employee progress, it is equally important to share progress reports with them so they may learn what areas need more attention and what areas they are excelling in.