As iron sharpens iron,
so one person sharpens another.Proverbs 27:17
Why do I find it hard to hold people more accountable for their performance at work? Why do I find it hard to challenge my peers to do their best?
This is because I want to be the cool boss -- the one that everyone loves. I want to be the colleague that everyone likes.
However, this means that I like being liked more than I want to do what is best for everyone. So in the end, if I don't do what is the best for everyone, I don't really care about the other person, I just care more about myself more than the other person.
Reminders for myself on how to hold people more accountable:
1. If I don't hold people accountable, my mission is not important enough.
If it is important enough, I will have that needed conversation. No matter how uncomfortable.
Whatever you do, work at it with all your heart, as working for the Lord, not for human masters.
Colossians 3:23
2. I should be crystal clear in the ask.
Sometimes, it is not that people don't want to do the work. Most of the time they do, it was just unclear. The expected outcome and timeline should be very clear.
Most of the time, it will take more than one conversation to really make it crystal clear.
The single biggest problem in communication is the illusion that it has taken place. It doesn't mean that after you have said it, it was understood nor agreed.
Craig Groeschel
3. There should be consequences.
I am guilty of this. We have quarterly performance goals. But I adjust the goal at the end of the quarter so that they meet the expectation.
What kind of message am I sending by doing this? The consequence does not have to be big, sometimes it is as little as providing feedback.
4. I am not consistently calling people out.
The more consistent I am in holding people accountable, the less I will need to reinforce it, because it will become a habit.
5. Get buy-in at the beginning.
It is hard for others to accept acountability, if they don't agree in the first place it is their responsibility. Get buy-in at the start. Before you set the goals, make sure that they are on board with you.
P.S. If you are my staff member, and you are reading this, you are doing great. This is more about me and how I can improve as a leader.