Accountability increases ability
Effectively motivating employees to be more accountable stimulates an optimistic focus on both results and attitude. There are several ways to establish a comfortable, non-complacent environment, including:
- Focus on coaching vs. managing. Too often management operates by means of intimidation rather than motivation. Just as customers are more inclined to buy from people they like, employees will typically work harder for a boss they respect more than fear. Coaching is the art of showing, not just telling. In addition to building better employer/employee relationships, learned skills encourage a more committed focus than just dictated tasks.
- Set challenging, yet attainable expectations. Being stretched promotes growth but being overwhelmed causes anxiety. Finding a balance between requiring responsibilities that are progressive without being incredulous will enhance accountability and confidence.
- Provide incentives for productive activity in addition to end results. Rewards given for reaching a goal or completing a duty are great, but there are benefits to recognizing effort as well as accomplishment. To acknowledge a positive action through incentives is a subliminal way of encouraging productive behavior. Activity becomes habit and affirmative results increases conviction.
- Dedicate time in department meetings to recognize excellence. Team meetings typically cover “housekeeping items” that could be easily communicated through email. Instead, using this forum as an environment to edify activity rather than to cover mundane information offers a terrific opportunity to recognize accomplishment in areas of attitude and activity. The impact is two-fold. To hear praise is terrific but to be praised in front of associates is awesome, while it subconsciously raises the expectation bar.
- Commit to replacing complacent behavior. Neither party is doing the other a favor by hanging on to something that’s not a good fit. In many cases, a decision to terminate an inadequate performer results in a better outcome for both people where the terminated employee finds something more appropriate for their professional needs and the employer fills their position with someone much more qualified for the requirements of the position. It’s a win-win situation.
There is no advantage in the association between an unfulfilled employee and/or a discontent employer. As the saying goes, ‘If it ain’t good for everybody it ain’t good for nobody!’ In an effort to gain a mutually beneficial working relationship, commit to being accountable, then encourage and expect accountability and take the necessary action when either is missing from the equation. The result will offer a return on investment for both parties.
Diane Ciotta is the founder of The Keynote Effect, where she presents a message of accountability and encourages activities to conquer complacency. She is also co-author of the book, “Pushing to the Front,” with Brian Tracy. For more information, please visit www.thekeynoteeffect.com, e-mail email@example.com or call 732-672-7942.
No matching related articles at this time.
- Scout for aphids in winter wheat
- El Niño development stalled out, but wet winter still predicted
- Ag markets posted divergent closes Wednesday
- Farm bill program to help farmers affected by severe weather
- Israel panel proposes 25-42% tax hike on mining companies
- Ag markets moved almost unanimously higher Wednesday morning
- How much corn can the ethanol industry use?
- Economist: Taxing P could reduce risk of algal blooms
- Commentary: Government wants farmers to quit farming
- What is the relationship between maturity group, yield?
- Commentary: Ambulance-chaser lawyers take on Syngenta
- Berman: Camouflaged activists threaten agriculture