Uploaded August 2016 | Updated September 2026, 2 weeks ago
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Transcript:
One of the toughest things for leaders to get a handle on is holding employees accountable for their performance. It’s not any fun to pull an employee into your office and tell them how they’re falling short in their expectations. It’s made even more difficult and it’s usually a surprise to the employee who’s getting, not reprimanded, but getting discussed with in regards to how well they’re doing. There’s one critical mistake that most leaders make in regards to performance feedback that would really help them in holding employees accountable.
That is that you need to talk about the positive performances that they’re having when they’re having them as well as the negative. Most of us have had that boss, or may very well be that boss where the only time an employee gets pulled into your office is when they did something wrong. That’s not making it easy on you to have that conversation with the employee. You need to pull them into the office and tell them when they did something right. Tell them when they did something well. You need to have that balance and that’s what makes those conversations easier. The employee isn’t on guard. “Oh no, I just got called into the principal’s office”, if you will. They got called in there. You’re going to tell them they did something good, then next time you’re going to tell them they did something better. The next time after that, you’re going to tell them where they could improve. It becomes a very natural flow and so if you’re having problems holding your employees accountable for poor performance, try holding them accountable for their good performance as well. It becomes more of a natural conversation and it will make it a whole lot easier for you to have those conversations on an ongoing basis. Thanks and have a good one.
► ► Subscribe to My Channel Here youtube.com/c/CameronMorrissey
Transcript:
One of the toughest things for leaders to get a handle on is holding employees accountable for their performance. It’s not any fun to pull an employee into your office and tell them how they’re falling short in their expectations. It’s made even more difficult and it’s usually a surprise to the employee who’s getting, not reprimanded, but getting discussed with in regards to how well they’re doing. There’s one critical mistake that most leaders make in regards to performance feedback that would really help them in holding employees accountable.
That is that you need to talk about the positive performances that they’re having when they’re having them as well as the negative. Most of us have had that boss, or may very well be that boss where the only time an employee gets pulled into your office is when they did something wrong. That’s not making it easy on you to have that conversation with the employee. You need to pull them into the office and tell them when they did something right. Tell them when they did something well. You need to have that balance and that’s what makes those conversations easier. The employee isn’t on guard. “Oh no, I just got called into the principal’s office”, if you will. They got called in there. You’re going to tell them they did something good, then next time you’re going to tell them they did something better. The next time after that, you’re going to tell them where they could improve. It becomes a very natural flow and so if you’re having problems holding your employees accountable for poor performance, try holding them accountable for their good performance as well. It becomes more of a natural conversation and it will make it a whole lot easier for you to have those conversations on an ongoing basis. Thanks and have a good one.
