The Metiss Group's Blog

A single page job accountability document succinctly identifies job expectations and identifies success factors.  Leaders and their direct reports should be reviewing and updating this document at least quarterly.

A well-crafted job accountability report can be used for other purposes as well.  When recruiting, send each candidate a copy of the job accountabilities.  It’s surprising how many candidates, after seeing how accountable they are expected to be, deselect themselves saving interview time.

Job accountabilities can also be shared among direct reports.  When everyone knows what is expected of their co-workers, there will be much more appreciation for each other’s priorities and a greater focus on success factors.

Leaders who incorporate job accountabilities into their leadership practices will not only empower their direct reports to succeed, but the hiring team’s effectiveness improves as well.

This entry was posted on July 22, 2016 at 6:34 pm and is filed under Communication, Leadership, Performance Acceleration, Selection. 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.