Keeping Employees Accountable for Results: Quick Tips for Busy Managers

Table of contents

1. Copyright
2. Acknowledgments
3. Introduction
   1. What You Can Expect from This Book
   2. The SIMPLE Approach to Accountability
   3. How to Use This Book
4. 1. Set Expectations
   1. Step 1. Determine what your organization wants to accomplish
      1. The Reasons
      2. The Basics
      3. The Details
   2. Step 2. Determine what part of your organization’s success is your team’s responsibility
      1. The Reasons
      2. The Basics
      3. The Details
   3. Step 3. Determine what part of your team’s results you will hold each individual accountable for
      1. The Reasons
      2. The Basics
      3. The Details
   4. Step 4. Determine who should write your employees’ goals
      1. The Reasons
      2. The Basics
      3. The Details
   5. Step 5. Use SMART to define each employee’s responsibilities with goals that are SPECIFIC
      1. The Reasons
      2. The Basics
      3. The Details
   6. Step 6. Use SMART to define each employee’s responsibilities with goals that are MEASURABLE
      1. The Reasons
      2. The Basics
      3. The Details
   7. Step 7. Use SMART to define each employee’s responsibilities with goals that are ACTION-ORIENTED
      1. The Reasons
      2. The Basics
      3. The Details
   8. Step 8. Use SMART to define each employee’s responsibilities with goals that are REALISTIC
      1. The Reasons
      2. The Basics
      3. The Details
   9. Step 9. Use SMART to define each employee’s responsibilities with goals that are TIME-BOUND
      1. The Reasons
      2. The Basics
      3. The Details
   10. Checklist: Set Expectations
5. 2. Invite Commitment
   1. Step 1. Be prepared to explain to your employees why their goals exist
      1. The Reasons
      2. The Basics
      3. The Details
   2. Step 2. Be prepared to explain to your employees what is in it for them if they reach their goals successfully
      1. The Reasons
      2. The Basics
      3. The Details
   3. Step 3. Get ready for your discussion about goals with your employees
      1. The Reasons
      2. The Basics
      3. The Details
   4. Step 4. Present or discuss the goals with your employees
      1. The Reasons
      2. The Basics
      3. The Details
   5. Step 5. Seek buy-in or commitment to the goals
      1. The Reasons
      2. The Basics
      3. The Details
   6. Step 6. Document their agreement to meet their goals in a Performance Plan
      1. The Reasons
      2. The Basics
      3. The Details
   7. Checklist: Invite Commitment
6. 3. Measure Results
   1. Step 1. Make sure the measurement tools you use are efficient
      1. The Reasons
      2. The Basics
      3. The Details
   2. Step 2. Make sure the measurement tools you use are fair
      1. The Reasons
      2. The Basics
      3. The Details
   3. Step 3. Make sure the measurement tools you use are simple
      1. The Reasons
      2. The Basics
      3. The Details
   4. Step 4. Use and share the data as soon as it is available
      1. The Reasons
      2. The Basics
      3. The Details
   5. Step 5. Implement the measurement tools and gather the data
      1. The Reasons
      2. The Basics
      3. The Details
   6. Step 6. Compare the actual results you measured to the goals
      1. The Reasons
      2. The Basics
      3. The Details
   7. Step 7. Identify the organization’s gain or loss due to your employees’ actions
      1. The Reasons
      2. The Basics
      3. The Details
   8. Checklist: Measure Results
7. 4. Provide Feedback
   1. Step 1. Motivate yourself to offer feedback
      1. The Reasons
      2. The Basics
      3. The Details
   2. Step 2. Determine when to deliver your feedback
      1. The Reasons
      2. The Basics
      3. The Details
   3. Step 3. Set the stage for a positive interaction
      1. The Reasons
      2. The Basics
      3. The Details
   4. Step 4. Be specific about what you observed
      1. The Reasons
      2. The Basics
      3. The Details
   5. Step 5. Focus on the behavior or action, not the person or attitude
      1. The Reasons
      2. The Basics
      3. The Details
   6. Step 6. Never use the word but
      1. The Reasons
      2. The Basics
      3. The Details
   7. Step 7. Explain the impact on the organization
      1. The Reasons
      2. The Basics
      3. The Details
   8. Step 8. Understand your employees’ perspective
      1. The Reasons
      2. The Basics
      3. The Details
   9. Step 9. Offer a suggestion, if appropriate
      1. The Reasons
      2. The Basics
      3. The Details
   10. Checklist: Provide Feedback
8. 5. Link to Consequences
   1. Step 1. Determine what consequence(s) should apply
      1. The Reasons
      2. The Basics
      3. The Details
   2. Step 2. Remind your employee of his prior commitment
      1. The Reasons
      2. The Basics
      3. The Details
   3. Step 3. Spell out what action you will take and why
      1. The Reasons
      2. The Basics
      3. The Details
   4. Step 4. Own the action you are taking
      1. The Reasons
      2. The Basics
      3. The Details
   5. Step 5. Agree on a specific action plan
      1. The Reasons
      2. The Basics
      3. The Details
   6. Step 6. Set a follow-up date and stick to it
      1. The Reasons
      2. The Basics
      3. The Details
   7. Step 7. Offer your support
      1. The Reasons
      2. The Basics
      3. The Details
   8. Step 8. Document the discussion
      1. The Reasons
      2. The Basics
      3. The Details
   9. Checklist: Link to Consequences
9. 6. Evaluate Effectiveness
   1. Step 1. Hold yourself accountable for what you accomplished
      1. The Reasons
      2. The Basics
      3. The Details
   2. Step 2. Hold yourself accountable for how you accomplished it
      1. The Reasons
      2. The Basics
      3. The Details
   3. Accountability Checklists
      1. Evaluate: Set Expectations
      2. Evaluate: Invite Commitment
      3. Evaluate: Measure Results
      4. Evaluate: Provide Feedback
      5. Evaluate: Link to Consequences
10. About the Author