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It’s important to hold your employees accountable for their performance. Sure, it’s tempting to avoid confrontation and pretend like everything’s peachy-keen, but that can make the situation even worse. If you don’t hold someone to a standard, they’ll feel discouraged and ignored and it enables everyone else to lower their standards as well. Here are five tips to improve your employee accountability.

Confront the issue

It doesn’t have to be an explosive confrontation! Remember you’re confronting the poor performance, not the person them self. You can do this gently and compassionately. Start by providing a specific example of what’s not up to par and ask questions that probe at what’s causing the issue. Mention how the inadequate performance affects the company or the rest of the team. You might discover there’s a technical issue, they have a personal problem, instructions weren’t clear, they need more training, or they’re being overworked. These are all very fixable problems when addressed early enough.

Tackle the issue immediately

Deal with it as soon as possible, so things don’t fester or snowball or get even worse. Of course, it’s not good to micromanage, but once you identify the issue, you can decide how much or how little to help, depending on your leadership style and what additional resources might be needed. Document each step so you can refer back to your records if the issue pops up again.

Consider your employees’ feelings

Chances are your employee doesn’t understand the impact of their actions, but if you can be gentle, kind and compassionate, you can more quickly find the true root of the problem. Then you can work together to find a solution that’s agreeable to both parties. Both you and the employee feel confident as problem-solvers! But if you come across as angry or uncaring, your employee will likely shut down and grow resentful.

Set SMART goals

Smart-Specific, M-Measurable, A-Attainable, R-Relevant, T-Timely. By generating a list of SMART goals and mapping out exactly how to get there, you’ll ensure you and the employee have the same expectations for what the next steps are and when they should take place. Keep your employee motivated and make sure they don’t leave your office frustrated or dejected.

Document the steps and follow up

Write down what was said during each conversation in this process. Specify the issue you addressed, the solution you came up with, and what the goals are in the future. Make sure the employee gets a copy so everyone’s on the same page. After a few days, check in with him to see if he’s making any progress or hitting any new bumps in the road. If things are going well, encourage them with praise! If they’re not doing so well, you might need to adjust the goals or help them find a new way to get there.

For more tips on how to manage your team so they’re engaged, productive and happy, contact PrideStaff St. Pete Clearwater today.

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