Performex

Some managers let their employees avoid accountability just because they don’t like confrontation. But ignoring individual accountability is always bad. It is bad for the employees who know they are not performing well. For example, a person in the sales department will probably see that he is the only one who did not meet his sales goals. Without a tinge of encouragement and a push to improve, he may feel discouraged, devalued and ignored, which may lead him to quit. In fact, a lack of accountability redirects a negative message to the rest of your staff members that lower standards are OK. Your team may start to resent the low-performing employees and their managers because more work is assigned to other team members to make up for their teammates’ deficiencies.  If you do not address the problem employee, your team may take it as favoritism, which can create a demotivating work environment. However, you can avoid this problem on your team by joining an accountability t...

Personal accountability means an individual is accepting and discharging the responsibilities that are delegated and entrusted to them, so their objectives are done well and on time. According to the American Management Association,¼ of employees avoid responsibility related to their jobs. Gallup® reports that 29% of millennials are engaged at work, 16% are actively disengaged, 55% are not engaged. These surprising statistics signal the need for effective accountability training in the workplace. Accountability issues are not limited to individual contributors, many managers and leaders have personal accountability challenges as well. What’s worse is the multiplier effect that a manager who lacks accountability has on his or her team. Predicatively, the higher the level of the manager,the greater the multiplier effect. Teams and individuals with high levels of accountability constantly challenge themselves to find additional actions they can take to achieve the desired goal. They r...