Managing Employees

Wouldn’t it be great if all of your employees do what they are supposed to do, and more?   Employees have different levels of ‘accountability’ skills and in managing employees; you need to help them maximize this strength.   Some people have it and with minimum direction seem to execute all that is required of them.  Others get distracted, and at the end of the day, they were busy, but not necessarily productive.

Accountability is about taking responsibility and following through to completion on your commitments.

How can you help build your employee’s “accountability muscles?”   3 basic steps can guide you in increasing the accountability of your team members.

Clear Around Priorities

I’ve have heard from many employees how management keeps changing directions.   They complain that there are too many projects going on at the same time.    Where are you with department or company objectives?    Are you clear on the company goals and have you communicated those goals to your employees?

In managing employees, this is your first priority?  You will get the most from your employees when you are clear about the goals and how each of your team members plays in the success of the department or company.   Take the time to create your master plan and share this with everyone on your team.   

Present the information in different formats: 

• Department meeting
• Share the plan documents
• Follow up emails
• 1:1 meetings with each of your team members

Clarity around priorities helps you and your employees.  

Set Clear Expectations

Now that you have created your master plan and have communicated your plan to each member of your team, it’s time for you to work with your individual employees. 

What type of manager are you?   Do you micromanage your employees, take a hands-off approach with them, or do you set clear goals and expectations and then let them deliver?   Too many managers micromanage or overreact and have a ‘hands off’ approach.   Both styles don’t build ‘accountability’ within your organization.  

You goal is to build a balance between setting goals, creating performance expectations, and creating follow up meetings to insure accountability. 

It’s important for you to be clear about the consequences for non-performance.  Have in place an intervention process that will help you support your employees.   Be diligent in following up with employee’s performance levels.

If you provide coaching and counseling and the employee is still not performing, you need to take quick action for yourself, the employee and the rest of the team.   Learn more about handling low performance or negative attitudes that are not productive for the wellbeing of your team.

Be consistent in handling all of your team members.  You employees will respond favorably when a manager is fair and respectful to all.

Be Accountable Yourself

The most powerful impact on you employees performance is the strength of your ‘accountability muscles.’   Do you follow through on what you say you will do?  Are you available to listen to your staff?  Your team will follow you, no matter what.   They will emulate your behavior and actions.   This is a perfect time for you to create your own 3-step process:  what are your priorities in managing employees, what expectations do you have for yourself, and evaluate yourself on how strong you are in being accountable.  Be known as a strong ‘accountability manager’ and you team will respond accordingly.

Final Thoughts

Focus your attention on the 3 priorities in developing ‘accountability muscles’ within your team – clear around priorities, set clear expectations and be accountable yourself.   If ‘accountability’ is not becoming stronger with every team member, start back at priority number 1 – clear around priorities.  Then go through each step until you have mastered your ability to be a strong ‘accountability manager.’ 

Next Topic
Do You Have An Insecure Employee?

Pat

 

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“At the beginning of the day, it’s all about possibilities. At the end of the day, It’s all about results.”  — Bob Prosen, CEO The Prosen Center for Business Advancement. Check out his book “Kiss Theory Good Bye: Five Proven Ways to Get Extraordinary Results in Any Company”

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21 Great Ways to Become an Outstanding Manager   by Brian Tracy
With this valuable step-by-step program, you will learn how to:
-Lead your team to maximum results - so you can stand out above the rest
-Keep your team happy and motivated
-Maximize your natural leadership capabilities
-Build a team to take you to the top
-Make your profits soar
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Other Topics
How Much Can You Manage Employees
What’s Your Management Style?
Asking The Right Questions