Employee Accountability – Setting up the systems

Maintaining accountability can be a challenging task if you don’t have an effective follow-up system in place.

Imagine that you ask assign a team member a task and they are to get back to you in one week. If YOU don’t have a follow-up mechanism in place the likely hood of you forgetting what you’ve asked them to do is fairly high, unless you have a good memory. If  THEY don’t have a system in place to allocate the time to complete the task and then send you the information you’ve requested by the time specified then you have a team member who is stressing out to meet a deadline ….or because they’ve missed a deadline.

Systems make the cogs run smoothly

Systems make the cogs run smoothly

And even worse (yes it can get worse), is when you forget and they forget – In the future they won’t feel a strong desire to be accountable to you and your trust begins to decrease. The lack of systems can quite literally interfere with your overall productivity and employee satisfaction.

With a system in place – let’s call it a ‘delegation process’ for you and ‘calendar and task management management’ for them – you can both trust  each other!

If parts of this sound familiar to your work flow then it’s a perfect time to sit down and have a conversation with your team member(s) about implementing executive skills into your daily workflow: delegating tasks and tracking them plus calendar and time management.

Go ahead and strengthen the team around you!

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One thought on “Employee Accountability – Setting up the systems

  1. Pingback: Is the Deal Done? | Jacqui Senn

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