“…holding employees accountable for poor performance can be one of the most difficult situations for supervisors.”
- Accountability is the foundation of any high-performing organization.
- However, holding employees accountable for poor performance can be one of the most difficult situations for supervisors. The unpleasantness of these situations can often create procrastination and tolerance of poor performance.
- Historically, though, procrastination and tolerance damages productivity by lowering motivation. High-performing and solid performing employees don’t like working side-by-side with those who don’t carry their weight, and they don’t like having supervisors who tolerate poor performance. The supervisor’s role in the accountability process can’t be overlooked. Performance expectations are altered with performance conforming to the tolerance level of the specific supervisor or manger. Without specific training in skill sets relevant to the accountability process, performance levels drop as issues of fairness and distrust increase.
Key Takeaways
- A good relationship between an employee and their direct report releases discretionary effort and creates loyalty. Human resources can support managers by teaching four basic principles of performance management.
- Align behaviour, Time and influence, Motivational assumptions and Consistent accountability. Retaining top talent becomes easier with the consistent use of these four principles.