The Metiss Group's Blog

When you’re finished changing, you’re finished. – Benjamin Franklin

Patrick Lencioni in Three Signs Of A Miserable Job says, “A job is bound to be miserable if it doesn’t involve measurement.”  Yet most jobs do not have defined success factors.

Just because your direct reports have been doing their jobs without defined measures and successes, doesn’t mean you can’t start now.  Change is good, and improving the way you hold your direct reports accountable, is good.

To get started, let your direct reports know you are going to introduce a tool to assist you in helping them gain clarity on their job.  Work with your direct report and others connected to the job to determine the important job accountabilities and measures.  Finalize the document and meet with your direct reports to let them know this is going to be their “scorecard” and you’ll be reviewing each success factor with them at least monthly.  The first couple of meetings might seem a little awkward but as you both understand the expectations, you’ll quickly become comfortable with the process.

Empower your direct reports with defined success measurements and you’ll both be more successful.

This entry was posted on August 11, 2012 at 12:49 pm and is filed under Leadership, Performance Acceleration. You can subscribe via RSS 2.0 feed to this post's comments. You can comment below, or link to this permanent URL from your own site.