So, did you get to try out some of the accountability tips from last week?
We’ve got Kristin back this week to share the 4 more tips on our delegation checklist – where you assign tasks to your team members and hold them accountable to quality standards and deadlines!
Take it away, Kristin!
After you’ve had the chance to communicate the purpose of the project/task, state the mission and core values the task supports, and explain the results you expect there are a couple additional tips you can try!
- Identify checkpoints
Assign a date for an interim checkpoint or two and enter it into your calendar. Depending on the person you are delegating to, the checkpoints you identify could be several one-on-one meetings to discuss progress to-date, a formal progress report, or a simple email from the team member describing progress. You might ask for a checkpoint report that covers three topics:
- Successes and progress
- Challenges or roadblocks
- Help needed, if any
Some managers like to state a “no surprises” policy at this point. “No surprises” means that the team member is expected to communicate issues in meeting a deadline well BEFORE the deadline. I always tell my team members, “Bad news early is good news,” meaning, if I know that you can’t meet a deadline well in advance, we can do something about it. Don’t tell me on or after the deadline about problems – then it’s too late to save it.
- Set a deadline and consequences for not meeting it
Clearly state the deadline for this task and why it is important. “Susie, we are not putting our best foot forward with the lousy copier we have, and it’s not sending the right message to our employees when we expect them to work with unreliable equipment. It’s vitally important that you have a new copier installed by April 15. I’m counting on you to do that, ok?”
The good news is that this process can expand or contract depending on the trustworthiness of the team member. If you are delegating to someone you already trust, you quickly hit on these steps. However, if you are delegating to a new person or a poor performer, you will want to follow this process to the letter.
Let us know which tips you tried and like best!
And, if you want to learn more about accountability processes, check out Kristin Robertson’s book, Your Company Culture Ecosystem: Growing a Vibrant Business.