This document outlines a SIMPLE process for making people accountable for results. The process involves setting expectations, inviting commitment, measuring results, providing feedback, and linking consequences to evaluate effectiveness. Key steps include defining SMART goals for each team member, seeking their commitment to meeting goals, tracking results, giving specific feedback on behaviors and their impact, and linking consequences to prior commitments. The overall approach aims to motivate employees and hold both them and managers accountable for accomplishing organizational goals.

1. Junior Chamber International India
Worldwide Federation of Young Leaders and Entrepreneurs

2. • Making people accountable for results

3. It’s SIMPLE
• Set Expectation
• Involve Commitment
• Measure Results
• Provide Feedback
• Link to consequence
• Evaluate Effectiveness

4. SET EXPECTATIONS
• What your organization wants to
accomplish.
• What part of your organization’s success
is your team’s responsibility.
• What part of your team’s results you will
hold each individual accountable for.

5. SET EXPECTATIONS
• Who should write your team member’s
goals.
• Define each person’s responsibilities with
goals that are SMART

6. INVITE COMMITMENT
• Explain why their goals exist.
• Explain what is in it for them if they reach
their goals successfully.
• Get ready for your discussion about goals
with your team.

7. INVITE COMMITMENT
• Present or discuss the goals with your
team.
• Seek buy-in or commitment to the goals.
• Document their agreement to meet their
goals in a Performance Plan.

8. MEASURE RESULTS
• Make sure the measurement tools you use
are
–efficient.
–fair.
–simple

9. MEASURE RESULTS
• Use and share the data as soon as it is
available.
• Implement the measurement tools and
gather the data.
• Compare the actual results you measured
to the goals.
• Identify the organization’s gain or loss due
to your employees’ actions.

10. PROVIDE FEEDBACK
• Motivate yourself to offer feedback.
• Determine when to deliver your feedback.
• Set the stage for a positive interaction.
• Be specific about what you observed.

11. PROVIDE FEEDBACK
• Focus on the behavior or action, not the
person or attitude.
• Never use the word but.
• Explain the impact on the organization.
• Understand your employees’ perspectives.
• Offer a suggestion, if appropriate.

12. LINK TO CONSEQUENCES
• Determine what consequence(s) should
apply.
• Remind your team member of his prior
commitment.
• Spell out what action you will take and
why.
• Own the action you are taking

13. LINK TO CONSEQUENCES
• Agree on a specific action plan.
• Set a follow-up date and stick to it.
• Offer your support.
• Document the discussion.

14. EVALUATE EFFECTIVENESS
• Hold yourself accountable for what you
accomplished.
• Hold yourself accountable for how you
accomplished it.

15. It’s SIMPLE