Download Keeping Employees Accountable for Results: Quick Tips for by Brian Cole Miller PDF

April 5, 2017 | Human Resources Personnel Management | By admin | 0 Comments

By Brian Cole Miller

"All managers are looking to carry their staff answerable for effects, yet few know the way. relocating past the far-from-ideal annual functionality overview - which purely evaluates what has already happened, and never what the chief desires to in achieving - "Keeping staff chargeable for effects" comprises checklists, how-tos, and different instruments to control functionality on an ongoing foundation. The ebook provides busy managers quickly, step by step suggestion on: environment expectancies; tracking development; and giving suggestions. Following via mild on idea and heavy on sensible software, "Keeping staff chargeable for effects" supplies time-pressed managers the confirmed, functional info they should support their humans accomplish more."

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My employee would introduce the new employee to key contacts. What else would this look like? My employee would take the new employee on a plant tour. How could this prove to be helpful? The new employee does not come to me with minor questions and issues. 15602$ $CH1 10-18-05 11:21:59 PS PAGE 26 Set Expectations 27 How will I know the employee was helpful when I see it? The new employee adjusts quickly to the new job and knows whom to turn to for various issues. ’’ Although this doesn’t cover every aspect of being helpful, it nails down some specific, measurable behaviors that clarify what is needed.

Specific goals take the wiggle room out of accountability. ’’ Does ‘‘Be customer focused’’ mean giving customers what they say they want (just take the order)? Or does it mean consulting with customers to help them get what they truly need? Or does it mean something in between? Different industries may answer this clarifying question differently—and appropriately so. When confronted for lacking customer focus, an employee could rightfully argue, ‘‘What do you mean? I am always friendly, smiling, and pleasant to the customers!

Step 6. Use SMART to define each employee’s responsibilities with goals that are MEASURABLE. The Reasons Measurable. This goes hand in hand with specificity. While specific goals help clarify the ‘‘what’’ of a goal, measurable goals clarify the ‘‘how much,’’ ‘‘how well,’’ or ‘‘to what level or degree’’ of a goal. Measuring takes the guesswork out of determining if a goal was actually achieved or not. It helps you assess both quantity and quality. You don’t find yourself saying, ‘‘Well, this isn’t the quality I .................

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