How to Increase Employee Willingness to Deliver

[jakaria]

Leaders often struggle to promote accountability within their teams specifically and within organizations more generally. Even when poor performance clearly has a negative impact on a team's culture, problems can continue until they have serious consequences that can no longer be ignored. Strengthening accountability, on the other hand, generally leads to an increase in employee performance. In a survey of 900 executives, OnPoint Consulting found that only 45% believed their company's leaders were doing a good job of dealing with underperformers. This is a troubling finding given that accountability is closely linked to organizational success. A separate study found that 77 percent of top performers held employees at all levels accountable for results, compared to just 44 percent of lower performers.

Given the importance of accountability within teams and organizations, it is worth identifying some strategies that leaders can use to increase employee performance:Set people up for success In many cases, accountability is simply a matter of Phone Number List expectations. People don't usually leave with the intention of being accountable; on the contrary, they deflect responsibility after failing to do what was expected of them. The simple act of setting expectations and providing a framework for following through on commitments can go a long way to increasing employee performance and ensuring better accountability. The first step is to clarify what actions need to be taken and define what success looks like. Leaving tasks or deliverables unspecified can often prevent people from understanding what is expected of them. Second, there must be an agreed schedule that specifies when the work needs to be done. Ambiguity on this subject (for example: "by next week" does it mean the beginning of next week or the end?) Finally, it is important that there are checkpoints that allow tracking progress over time.

This allows managers to ensure that work is completed while giving employees the opportunity to report any issues or difficulties they are facing that may require support. To be present It's easy for leaders to take a hands-off approach lest they be accused of micromanaging, but that doesn't mean they should completely disengage from their teams' day-to-day progress. An effective leader must be able to provide support, advice and feedback when needed. In many cases, people will be reluctant to ask for help or even feel compelled to hide their problems. By being actively involved in the ongoing work of the team, an effective leader can also spot performance issues as they develop and deal with them quickly before they have a chance to create bigger problems. important.