Brian Cole Miller

Keeping Employees Accountable for Results

Quick Tips for Busy Managers

• Broschiertes Buch

Produktbeschreibung

This useful resource gives time-pressed managers the proven, practical information they need to help their people accomplish more.

All managers want to hold their employees accountable for results, but few know how. Moving far beyond the typical annual performance review, Keeping Employees Accountable for Results provides simple ways to build teams by engaging participants in learning about themselves and their team players.

The book gives busy managers quick, step-by-step advice on:
Setting expectationsMonitoring progressGiving feedbackFollowing through
Light on theory and heavy on practical application, Keeping Employees Accountable for Results contains checklists, templates, techniques, and other tools to manage performance on an ongoing basis.

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Hinweis: Dieser Artikel kann nur an eine deutsche Lieferadresse ausgeliefert werden.

Produktdetails

• Verlag: AMACOM / McGraw-Hill Professional
• SPE
• Seitenzahl: 160
• Erscheinungstermin: 20. Januar 2006
• Englisch
• Abmessung: 229mm x 152mm x 10mm
• Gewicht: 242g
• ISBN-13: 9780814473207
• ISBN-10: 0814473202
• Artikelnr.: 20805160

Autorenporträt

Brian Miller was born in 1944, in Christchurch, UK. He started his career training as a carpenter and finished as an architectural designer and self-employed builder. Brian always had an interest in writing--submitting comedy material to comedians, radio and television. Following a chance meeting with Nick Clabburn, a lyricist, at Brian's daughter's art gallery, he decided to try his hand at lyric-writing. With positive encouragement from Nick, that has resulted in this booklet. Brian hopes that anyone purchasing the booklet will have as much enjoyment from it as he has had writing it.

Inhaltsangabe

CONTENTS
Acknowledgments
ix
Introduction: The SIMPLE Approach to Accountability
1
Chapter 1. SET EXPECTATIONS
7
Step 1.
Determine what your organization wants to accomplish.
7
Step 2.
Determine what part of your organization's success is your team's responsibility.
13
Step 3.
Determine what part of your team's results you will hold each individual accountable for.
14
Step 4.
Determine who should write your employees' goals.
16
Step 5.
Use SMART to define each employee's responsibilities with goals that are Specific.
19
Step 6.
Use SMART to define each employee's responsibilities with goals that are Measurable.
22
Step 7.
Use SMART to define each employee's responsibilities with goals that are Action-oriented.
26
Step 8.
Use SMART to define each employee's responsibilities with goals that are Realistic.
29
Step 9.
Use SMART to define each employee's responsibilities with goals that are Time-bound.
32
Checklist: Set Expectations
35
Chapter 2. INVITE COMMITMENT
37
Step 1.
Be prepared to explain to your employees why their goals exist.
37
Step 2.
Be prepared to explain to your employees what is in it for them if they reach their goals successfully.
39
Step 3.
Get ready for your discussion about goals with your employees.
46
Step 4.
Present or discuss the goals with your employees.
49
Step 5.
Seek buy-in or commitment to the goals.
52
Step 6.
Document their agreement to meet their goals in a Performance Plan.
57
Example: Performance Plan
59
Checklist: Invite Commitment
63
Chapter 3. MEASURE RESULTS
65
Step 1.
Make sure the measurement tools you use are efficient.
65
Step 2.
Make sure the measurement tools you use are fair.
67
Step 3.
Make sure the measurement tools you use are simple.
69
Step 4.
Use and share the data as soon as it is available.
71
Step 5.
Implement the measurement tools and gather the data.
72
Step 6.
Compare the actual results you measured to the goals.
74
Step 7.
Identify the organization's gain or loss due to your employees' actions.
75
Checklist: Measure Results
77
Chapter 4. PROVIDE FEEDBACK
79
Step 1.
Motivate yourself to offer feedback.
79
Step 2.
Determine when to deliver your feedback.
82
Step 3.
Set the stage for a positive interaction.
83
Step 4.
Be specific about what you observed.
84
Step 5.
Focus on the behavior or action, not the person or attitude.
89
Step 6.
Never use the word but.
92
Step 7.
Explain the impact on the organization.
94
Step 8.
Understand your employees' perspectives.
96
Step 9.
Offer a suggestion, if appropriate.
98
Checklist: Provide Feedback
104
Chapter 5. LINK TO CONSEQUENCES
107
Step 1.
Determine what consequence(s) should apply.
107
Step 2.
Remind your employee of his prior commitment.
109
Step 3.
Spell out what action you will take and why.
111
Step 4.
Own the action you are taking.
114
Step 5.
Agree on a specific action plan.
116
Step 6.
Set a follow-up date and stick to it.
119
Step 7.
Offer your support.
121
Step 8.
Document the discussion.
123
Example: Link to Consequences Discussion
125
Example: Link to Consequences Documentation
128
Checklist: Link to Consequences
129
Chapter 6. EVALUATE EFFECTIVENESS
131
Step 1.
Hold yourself accountable for what you accomplished.
131
Step 2.
Hold yourself accountable for how you accomplished it.
132
Index
137
About the Author
145