Comments on: How to Hold Employees Accountable Without Micromanaging

By: Who's In Charge Here Anyway? |

Who's In Charge Here Anyway? | — Mon, 04 Apr 2016 17:40:50 +0000

[…] It takes courage to be a leader. It takes courage to hold people accountable. […]

By: Kedar

Kedar — Mon, 22 Dec 2014 03:51:28 +0000

thank you for this tip, will certainly help me in my approach to an upcoming conversation about re-iterating a plan which we want to execute in Jan;
hitting the road after we re-join next year.

By: Don Booz

Don Booz — Sat, 13 Dec 2014 12:58:11 +0000

I like the idea of being clear from the beginning about expectations for outcomes. Subsequently any confrontation can be seen as a way to confirm that everyone is on the same page. And asking how to “check in” in case their are any problems is excellent. In case the above recommendations are not implemented beforehand, one can always compliment what has been achieved with a follow up question about the desired outcome. It could sound something like, “I like that (compliments) and I am curious about your thoughts about how the (desired outcome) will happen?”

By: Heather Fraizer

Heather Fraizer — Wed, 10 Dec 2014 16:29:14 +0000

These are all great tips. In addition, clear metrics that are agreed upon, tracked, and checked regularly can increase accountability by focusing on the work and observed performance. They can motivate good work, create the opportunity for problem solving and coaching, and prevent sliding into micromanaging or personal attacks.