A staff that is turned off is, virtually, a staff that is losing you money. Here is where holding employees accountable comes in. However, if you’ve ever been in a management position or simply worked in a corporate environment, you know just how extremely dangerous that can be. With this in mind, we decided to give you some tips on how to hold employees accountable without hurting the relationships in the office.
1. Strive to hire only the right people
We know that when you read that you just thought that it’s a no-brainer. You’re wrong. The hiring process is an extremely delicate procedure that needs to be handled by the most skillful people only. Your HR representative is, probably, the most important person in your company. If you feel the need, examine and interview every single candidate yourself. Treat them like you’re looking for diamonds. It is only in this way that you will be able to construct a perfect team who will not give you any hardships on the long run.
Remember – hiring poorly chosen employees will cost you time, effort, patience, energy, and, most importantly, money.
2. Stress what is important not who is important
The two most important things we’re discussing here are company culture and, of course, employee accountability. They always have to be in perfect balance. But be careful because that balance has to be deeply rooted in respect and a sense of humility. You cannot lead a group of smug people who always think or have to be right. Things will blow up in your face faster than you know it.
Instead, try to cultivate an atmosphere of curiosity and understanding where people will want to solve their differences together.
3. Make communication fun
How to hold employees accountable you ask? Make it all fun. It’s not easy, but you’ll learn. It might sound like a cliché by now, but communication really is the solution to every problem you might have in the office. And when that communication is done in a light and fun way, before you know it, your employees will actually want to participate in this kind of thing rather than shying away from it.
You might also like – 4 Constructive Feedback Examples to Motivate Your Employees’ Improvements
4. Record all conversations
Evidently, we’re referring to all conversations about work, and we mean to say that you should keep a log of everything you have discussed with your employees throughout a working year. A few simple notes for each talk with every person will do. In this way, when you get to their yearly or semiyearly appraisal, it will merely become a review. You can pull out your cards and hold them accountable with hard cold facts about everything you have discussed.
According to the discussions you had, notice and point out if they understood directions, how they reacted to feedback, if they improved over the course of a year, if they missed work and why, and everything else that occurred, depending on each person. Proof and data are difficult to combat, and are a perfect way to hold someone accountable if things are not going the way you want them to go.
These tips from the experts in management on how to hold employees accountable have been tried and tested. Now they’re waiting for you to give them a go. Write to us in the comment section below and let us know what do you think about these ideas.