6 Actions Even the Least Confrontational Managers Must Take to Hold Employees Accountable | Entrepreneur

When people aren’t doing what you think they should be doing, look at yourself first. How can you better communicate to them what they should be doing so they can understand and execute?

If you’re feeling micromanaged by your boss or senior leaders, instead of getting frustrated with them, take ownership. Push more information up the chain of comman... See more

“First, make sure responsibilities are clearly defined—well known by the person who is responsible, but also by others. Second, make sure it is also clear who the person is accountable to—the person who is responsible for holding the person responsible. And, third, accountability is about understanding why something didn’t work and what needs to ha

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First—and this is important—you don’t criticize the person. Instead, you examine the event. It’s analogous to doing a good job of raising children; you address the issue of a messy closet, rather than criticizing your child for being a messy person. The same is true in managing. I always ask for the individual’s side of the story. I ask him to give

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Here are the ten behaviors and cultural issues that leaders identified as getting in our way in organizations across the world: We avoid tough conversations, including giving honest, productive feedback. Some leaders attributed this to a lack of courage, others to a lack of skills, and, shockingly, more than half talked about a cultural norm of “ni

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