Playing the blame game doesn’t get people far in life or business. You need to be able to rely on your team to do their jobs, admit their mistakes and constantly strive to do better. If accountability is an issue at your company, this is something that needs to be addressed.
Your business is only as strong as the employees behind it, so create a culture where they’re held responsible for their actions. When people know they have to own their work, they’ll do better.
Promptly Address Problems
Taking employees aside to discuss things they’re doing wrong isn’t fun, but that’s part of your job. When someone misses a goal or makes a big mistake, have a private chat with them to get to the root of the problem. This lets the person know you’re watching and gives them the opportunity to explain what happened.
The longer you wait to address the problem, the less effective your words will be, so do it in a timely manner. Delaying the conversation a few days, or even a week, sends the impression whatever they did wasn’t that big of a deal and allows both of you to forget key details that need to be spoken.
Set S.M.A.R.T. Goals
Some employees aren’t accountable for their actions because they don’t care, but others simply don’t understand what you expect from them. Get on the same page by setting S.M.A.R.T. — specific, measurable, attainable, relevant and timely — goals that create no room for misconception. This will give the person something to strive for and will make it easy for you to evaluate their progress.
Check Back Often
Keep tabs on employees’ performance by following up to see how they’re improving. If you don’t follow through on your word, they’ll think you’ve lost interest, which may prompt them to return to their old ways.
Praise employees when you see positive changes, because this will encourage them to keep up the good work. Checking in also gives you the opportunity to ensure the person is on the right track and make any necessary adjustments.
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