The Metiss Group's Blog

Hopefully you have a job accountability matrix for each of your direct reports capturing the job’s activities, priorities, and success factors.  Maybe you have a “job description” instead listing the job’s requirements and expectations.  Maybe you have a tattered sheet of paper detailing what you’d like out of the job.

Whatever you are using to scope your direct report’s job, be sure to review and update it regularly.  We recommend reviewing job accountabilities during each quarterly performance review session.  By reviewing the accountabilities regularly with your direct report, you both are reminded of what is important.

Do not assume the job’s description is static and cannot be changed.  The document is a dynamic, evolving view of the job and should be updated as the job evolves or changes.  Your direct report should be responsible for “owning” this responsibility and keeping you apprised of changes.

Empower your direct reports to manage their job accountabilities and watch both your careers succeed.

This entry was posted on September 30, 2012 at 4:52 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.