The document discusses the importance of accountability in the workplace. It cites statistics showing that most North American workers are disengaged and projects often finish late or over budget due to a lack of accountability. It then presents five key reasons why accountability is important: 1) it is expected since employees are paid, 2) high performers waste time fixing others' mistakes, 3) self-accountable employees dislike working with unaccountable colleagues, 4) it sends a message that poor performance is acceptable, and 5) lack of accountability leads to disengagement. The document outlines a five-step process for holding employees accountable that includes clearly describing issues, setting goals, finding solutions, documenting agreements, and following up.

1. ACCOUNTABILITY: Keys to
Painless Performance
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2. 71%
OF ALL NORTH
AMERICAN
WORKERS ARE
ACTIVELY
DISENGAGED
- GALLUP

3. ONLY20%
OF PROJECTS
FINISH ON TIME
- TOWERS PERRIN

4. 1 OF EVERY 3
NORTH AMERICAN COMPANIES ARE
OVERCONFIDENT
WHEN IT COMES TO WORKPLACE
PRODUCTIVITY
- GALLUP

5. FOCUS ON
1 OF THE 6
KEY INDICATORS
OF HIGHLY
FUNCTIONING TEAMS
ACCOUNTABILITY

6. ACCOUNTABILITY
KEY INDICATOR #3
THE ABILITY AND
WILLINGNESS
TO DO WHAT I HAVE
COMMITTED TO DO
WITHIN A SPECIFIC
TIME PERIOD OF TIME.

7. OBJECTIVES
 Holding people accountable is key
to everyone’s job security.
 Find ways to help reduce the
stress and the common co-worker
CONFLICT linked to LACK OF
ACCOUNTABILITY
 Accountability is key to
engagement

8. WHY
ACCOUNTABILITY?
#1
 Because we pay people

9. WHY
ACCOUNTABILITY?
#2
 High performers have to
FIX problems caused by
not holding people
accountable

10. WHY
ACCOUNTABILITY?
 Self-responsible
#3
performers hate to work
with low accountable
people
 Get non-productive,
expensive CONFLICTS

11. WHY
ACCOUNTABILITY?
Not holding people to
Account sends a
message that low
performance is OK
around here
#4

12. WHY
ACCOUNTABILITY?
 Lack of Accountability
results in people
dis-engaging
#5

13. STEP ONE
DESCRIBE BEHAVIOUR

14. STEP 1
 Use “The Video Test” to
describe the behaviour
that is the performance
issue
 “I notice that you were
late 4 times this week”

15. WHY THE VIDEO TEST?
 To focus on
BEHAVIOURS
Not attitudes or moods

16. STEP TWO CRITICAL!

17. STEP THREE
REMIND THEM
OF THE GOAL

18. STEP FOUR
IDENTIFY
PERFORMANCE
ISSUE,
WORK TOGETHER
TO
FIND A SOLUTION

19. STEP FOUR
 If I solve the problem the
smelly, heavy, attention-demanding
monkey is on
my back
 I ask, “Why don’t people
do what they are
supposed to do?!!”

20. STEP FOUR
Situation #1:
 They come up with a
workable solution
 Ask them to verbalize it
to you

21. STEP FOUR
 Ask them to write it down,
signed with a date.
 If they don’t write it down
it will not likely happen.
 Or, will be arguments
over what you said you
wanted

22. STEP FOUR
Situation #2
 Person does NOT have
any ideas
 Or, ideas are not
workable in my opinion
BE CAREFUL!!

23. STEP FOUR
Situation #2
 I may have to outline
some workable
solutions.
 Because person lacks the
Competence and/or
Motivation

24. STEP FIVE FOLLOW UP

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