If you are looking for ways to improve the teamwork in your office (who isn’t?), then here are four important steps you need to consider…
Name two things that you do at home that have to be done “just so”. Now say, ”why?”
Perhaps the lawn has to be mowed this way because it “looks better,” OR maybe the dishwasher has to be loaded “just so” because you can get more in it.
Are you working an environment where people are constantly gossiping, blaming others and expecting others to do work on your behalf? Does it seem as though your organization has past the point of no return?
Are you afraid of holding your employees accountable because you don’t want to be thought of as mean or not compassionate? Many workplace leaders fear that enforcing high standards will lead to conflict.
When the best performers in your organization are asked to do the “left over” work of an under performing colleague no amount of pay raises or bonuses are likely to keep them in your organization.
I love a beautiful low maintenance garden, the kind of garden that grows without stealing too much of my time.
The world of gardening is a lot like the world of managing people.
The best managers understand that the worst possible thing they can do with individuals who demonstrate low personal responsibility and accountability levels is put them on a team. That would be akin to shoving a round peg in a square hole. It’s not a fit.
Ten days of vacation at a family-centered resort was pure bliss and a fantastic reminder of a management principle that works when teaching accountability to employees.
When the best performers in an organization get the work of under performers no amount of pay raises or bonuses are likely to retain them. The raises and bonuses are not for doing their work they are for doing the work others are not doing. It’s guilt money.
Is a lack of personal accountability on the part of others driving you crazy? When teaching management accountability managers come up with lists of the benefits if only “others” would be more personally accountable.
The fastest way to abdicate your personal responsibility and totally lose personal power, is to get mad. I see executives do it all the time. Parents too.
If a culture of rescuing, fixing and saving poor performance exists in an organization, imagine the outcome of that.