Keeping Employees Accountable for Results: Quick Tips for Busy Managers Book

	Acknowledgments	ix
	Introduction: The SIMPLE Approach to Accountability	1
Chapter 1	Set Expectations	7
Step 1	Determine what your organization wants to accomplish	7
Step 2	Determine what part of your organization's success is your team's responsibility	13
Step 3	Determine what part of your team's results you will hold each individual accountable for	14
Step 4	Determine who should write your employees' goals	16
Step 5	Use SMART to define each employee's responsibilities with goals that are Specific	19
Step 6	Use SMART to define each employee's responsibilities with goals that are Measurable	22
Step 7	Use SMART to define each employee's responsibilities with goals that are Action-oriented	26
Step 8	Use SMART to define each employee's responsibilities with goals that are Realistic	29
Step 9	Use SMART to define each employee's responsibilities with goals that are Time-bound	32
	Checklist: Set Expectations	35
Chapter 2	Invite Commitment	37
Step 1	Be prepared to explain to your employees why their goals exist	37
Step 2	Be prepared to explain to your employees what is in it for them if they reach their goals successfully	39
Step 3	Get ready for your discussion about goals with your employees	46
Step 4	Present or discuss the goals with your employees	49
Step 5	Seek buy-in or commitment to the goals	52
Step 6	Document their agreement to meet their goals in a Performance Plan	57
	Example: Performance Plan	59
	Checklist: Invite Commitment	63
Chapter 3	Measure Results	65
Step 1	Make sure the measurement tools you use are efficient	65
Step 2	Make sure the measurement tools you use are fair	67
Step 3	Make sure the measurement tools you use are simple	69
Step 4	Use and share the data as soon as it is available	71
Step 5	Implement the measurement tools and gather the data	72
Step 6	Compare the actual results you measured to the goals	74
Step 7	Identify the organization's gain or loss due to your employees' actions	75
	Checklist: Measure Results	77
Chapter 4	Provide Feedback	79
Step 1	Motivate yourself to offer feedback	79
Step 2	Determine when to deliver your feedback	82
Step 3	Set the stage for a positive interaction	83
Step 4	Be specific about what you observed	84
Step 5	Focus on the behavior or action, not the person or attitude	89
Step 6	Never use the word but	92
Step 7	Explain the impact on the organization	94
Step 8	Understand your employees' perspectives	96
Step 9	Offer a suggestion, if appropriate	98
	Checklist: Provide Feedback	104
Chapter 5	Link to Consequences	107
Step 1	Determine what consequence(s) should apply	107
Step 2	Remind your employee of his prior commitment	109
Step 3	Spell out what action you will take and why	111
Step 4	Own the action you are taking	114
Step 5	Agree on a specific action plan	116
Step 6	Set a follow-up date and stick to it	119
Step 7	Offer your support	121
Step 8	Document the discussion	123
	Example: Link to Consequences Discussion	125
	Example: Link to Consequences Documentation	128
	Checklist: Link to Consequences	129
Chapter 6	Evaluate Effectiveness	131
Step 1	Hold yourself accountable for what you accomplished	131
Step 2	Hold yourself accountable for how you accomplished it	132
	Index	137
	About the Author	145