How to hold Employees accountable..Hold Team Accountable

How to hold employees

accountable?

Don’t let the Slippery Characters push

you into doing their job!

When it comes to holding people’s feet to the fire, do you step back from the heat?

Author RashikaRV Management Enhancement Group publication

Free ebook

Rashika, a renowned authority, has spent years mastering the strategy and art of holding employees accountable.

Now for the first time ever Rashika reveals previously undisclosed methods that will help you master the art of holding employees accountable. In “How To Hold Employees Accountable?”, Rashika walks you through the step-by-step guide at mastering Accountability. These are actionable steps that you can take immediately.

After reading “How To Hold Employees Accountable?”, you’ll never think of get a accountability in the same way as you do today.

“We need, first of all, for there to be accountability, for there to be somebody who is responsible for enforcing standards and holding

people's feet to the fire” Jennifer Granholm

HOW TO HOLD YOUR EMPLOYEES ACCOUNTABLE?


What does “Hold your team Accountable” mean?

• Accountability = Taking responsibility of one's activity or answerable

• “Holding people accountable” = holding people to own up to their actions and take responsibility for the outcomes

• Practically stating it means - Rewarding or Reprimanding basis performance against agreed outcomes

• Assess your own state of affairs

• Learn how to hold subordinates accountable

• Won’t have to work a couple of levels below

• Remove yourself, to a large extent, from the work equation and be more strategic

• Experience reduced levels of stress because you would not take every failure on yourself

• Understand steps to build the Accountability Culture

• Understand the Accountability Framework

• Run the business on an autopilot


Benefits


Why is it hard to hold your team accountable? Cultural issues – • Failure is unacceptable• Fear of coming across as un-empathetic

The Setup may be faulty –• Goals and expectations are ambiguous• Performance reporting related issues• Performance may not be reviewed • Reward and penalty structure is flawed• Rewards are misapplied, consequences are

watered down or never occur• No direct connection between results and

recognition

“The 7 step Accountability Framework”

1. Set clear goals – written and agreed

2. Set clear reward and penalty mechanism

3. Measure - generate reports to report performance

4. Monitor – Study performance reports regularly

5. Review – Review performance with your subordinates and give objective, behavioural feedback

6. Act – Reward or penalize as per Performance

7. Address the cultural issues – in the new culture1. It should be ok to fail as long as you own up2. Stop listening to reasons and excuses3. Having tough conversations should be encouraged



• Successful people take accountability, in adversities they find alternatives and move forward

• When you start listening to “it’s not my fault” all you will get is these

• Ends up in a mad house situation where nothing gets done

• Hand hold to get your subordinate out of the situation but don’t take over their tasks

• Rewards are misapplied, consequences are watered down or never occur, and people do not see the direct connection between results and recognition

Key Messages to remember


• Don’t let the Slippery Characters push you into doing their job

• Holding people accountable is building a culture where people take accountability of delivering agreed outcomes by finding alternate solutions to uncontrollable problems

• Leaders don’t want to be the bad guys

• Goals and expectations are undefined, unclear or soft and can’t be measured

• Performance may not be reviewed regularly

Key Messages to remember


Hold people accountable - illustration Following is an illustration that explains the exercise that follows

1. Assess all your subordinates for accountabilitya) Mike – high on accountabilityb) Monica - Low on accountability

2. Have a meeting, explain the concept of accountability

Do a workshop with the team, walk them through the accountability concept and framework and get them to come up with outcomes of various steps in the accountability framework. E.g. Monica to propose her and her team’s goals, reports, review frequency and necessary actions

3. Take another hard look at their goals. Agree on the final set of goals with the team. Monica’s goals –

c) Revenue 10 mmd) Margin 40%e) Client NPS – promoterf) Employee Satisfaction score – 80%g) Performance metric – all greenh) Attrition – below 20% annualized


Hold people accountable - illustration ctd 4. Prepare your Performance Management (reward and penalty) framework

a) Exceeding all goals means 30% bonus b) Missing <50% goals for a period of 5 months results

in job lossc) It will be different for different levels

5. Agree on reports that will be published and frequencyd) Daily metric performance reporte) Weekly report on people related measures f) Monthly report on financials – revenue & marginsg) Quarterly information on client satisfaction

6. Agree on review frequency h) Weekly or monthly review to look at all performance

aspects including risks and focus areas. Include action plans where necessary

7. Ensure that the framework goes right down to the bottom levela) Mike to present same framework right down all

levels – including goals, reports, review frequency and performance management


Hold people accountable - exercise1. Assess all your DRs for accountability---------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------2. Have a meeting, explain the concept of accountability---------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------3. Take another hard look at their goals. Agree on the final set of goals with the team. ----------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------4. Prepare your Performance Management (reward and penalty) framework ----------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------5. Agree on reports that will be published and frequency------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------6. Agree on review frequency ----------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------7. Ensure that the framework goes right down to the bottom level. ----------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------

CONTENTS of the ebook

1. Purpose & benefit of reading /

2. Assess your current state of affairs with respect to “holding people accountable”

3. Understanding accountability. What does accountability mean?

4. Why is it hard to hold people accountable?

5. The loss of not holding people accountable

6. Successful people take accountability

7. The manager’s role

8. “The 7 step accountability framework”

9. Demonstrate how to - A Case study

10. What’s the benefit?

11. Steps to put “the accountability culture” in practice in your organization


How to hold Employees accountable..Hold Team Accountable

Leadership & Management

Transcript of How to hold Employees accountable..Hold Team Accountable