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Manage with Accountability!

Set Expectations

• Establish a vision statement and set performance standards
• Identify core values that support desired performance
• Have employees write their own action oriented goals
• Make sure goals are specific, measurable, action oriented,
  realistic and timely
• Relate goals to responsibilities

Get Commitment

• Discuss team goals in detail with employees and help them relate
• Share what is in it for employees if goals are reached
• Ask for employee reaction to goals; seek buy-in and
  commitment from employees
• Document employee agreement to meet goals in
  a performance plan

Measure Results

• Make sure measurement tools are efficient and fair
• Keep measurement tools simple
• Implement measurement tools and gather data
• Compare results measured to goals

Provide Feedback

• Share data as soon as it is available; be specific
• Set the stage for positive interaction
• Focus on behavior or action; not the person or attitude
• Explain the impact on the organization
• Offer suggestions if appropriate

Link to Consequences

• Determine what consequence(s) should apply
• Restate prior employee commitment
• Spell out action you will take and why
• Own the action you are taking
• Work with employee to create an action plan
• Set a follow up date and stick with it
• Offer support; document  the discussion

Evaluate Effectiveness

• Hold yourself accountable for what you accomplish and how
  you accomplish it.