What makes a business grow?

For many managers, work hours are filled with strategizing, developing new processes, and implementing technological changes. While these tools can help organize and facilitate growth, they don’t make a business grow on their own. It’s the effort of the employees who use them that makes a business grow.

Managers who know that growth comes from effort have seized a golden opportunity: the chance to support and foster that effort, and thus to maximize the productivity that comes from it. Managers who make it a priority to hold employees accountable for specific, measurable results, and to provide feedback on employee work, have unlocked the secret to growth.

How to Hold Employees Accountable

“Accountability” can sound intimidating for managers and employees alike. But it doesn’t have to be. Instead, treat accountability like a form of collaboration and guidance. You’re not calling employees on the carpet for not being perfect enough; instead, you’re showing them exactly what they need to do in order to maximize their own productivity and professional fulfillment.

To turn accountability into a win-win situation, take these steps:

• Specify what your company means by “accountable.” Benchmarks for employees are typically measured on one of two scales: quality of results and timeliness. Decide which applies in each situation or task the employee handles, and clarify what you’re looking for.
• Put it in writing. A clear, written explanation of the expectations for each employee allows him or her to refer to the guidelines whenever needed. It also prevents misunderstandings and miscommunications.
• Make sure staff have the skills they need. Trying to hold an employee accountable for a result he or she is not adequately trained or prepared to execute is a recipe for frustration and failure. Make sure staff have the training and knowledge they need to succeed. Touch base with your recruiter regularly as you become aware of new skills, experience, or knowledge candidates will require in order to succeed.
• Focus on delegation and feedback. Once staff know what is expected of them and they have what they need to do the work, managers should delegate the task itself. Instead, focus management energy on giving focused, constructive feedback. This tells employees exactly what they need to do to succeed in the future, allows them to work more efficiently, and signals that their bosses are aware of their efforts and want them to succeed – all of which improve both productivity and morale.

At SMR Group Ltd, our experienced recruiters specialize in connecting employers in the pharmaceutical and medical device industries with the top sales and marketing candidates in these fields. Contact us today to learn more.