Not holding underperformers accountable punishes the best performers as they often get the work of the underperformer. And, pretty soon, the best performers leave if there are options. The organization is then left with everyone who needs to be managed. It’s a gigantic retention issue when “rescue, fix, save” is not addressed.If you are a manager and you are the one doing all the rescue, fix and save it’s time to brush up on your “holding employees accountable” skill. Use the Human Resource process that is in place for just such a purpose each time, every time, or call a big time out and learn about team accountability and how to put it in place in a way that really bonds the team. Real teams are groups of people that hold each other accountable and create little or no need for a “manager”. This will challenge managers to become true team leaders. At the end of the day the energy exerted to rescue, fix and save can be channeled to top team performance instead of the head banging frustration that leaves many wanting to yell “Can you please just do your job??!!” You have a role in creating the work culture you want. Take a step and stop contributing to what you don’t want. Personal accountability is yours to do with what you will. Use it or lose it. Do you have questions? Do you want coaching? Are you interested in a Keynote on this topic? Contact me: Linda@LindaGalindo.com Watch this video to see an example of how this scenario plays out.