The Metiss Group's Blog

Leaders can accelerate direct report performance using a job accountability matrix.  For each accountability, a job accountability matrix identifies the three to five major functions for a job along with activities, priorities, time percentages, and success factors.  One of the advantages of using an accountability matrix instead of a traditional job description is the documented success factors for each accountability.

When determining success factors, ask “How will I know if the activities within the accountability are done well or at least meets (not necessarily exceeds) my expectation?”  The answer should be specific and as objective as possible.

For example, within a “Manage Team” accountability, success factors might be: 

• no turnover of “A” players;
• quarterly performance reviews conducted and documented for each direct report;
• three personal development programs completed for each direct report. 

Empower direct reports to create, maintain, and manage their job accountabilities.  Review the accountabilities and success factors each quarter and watch job success soar.

When asked, about 50% of leaders find it easier to provide positive feedback, while about 50% find course corrections easier.  Regardless of preference, remembering to give positive feedback and do it with specific reference to the behavior, skill, talent, or effort demonstrated is worth more than can be imagined.

For example: “thank you for anticipating our client’s needs — it allowed us to be proactive, making an enormous difference in their overall impression of our project efforts.”  A small comment like this will encourage direct reports to seek similar opportunities in the future.

Giving specific positive feedback allows direct reports to know what leaders find favorable, and empowers them to act confidently and successfully in the future.