Accountability is hard. And for those you who don't want to be a micromanager or feel like you are a dictator or someone who must "babysit" their team, it can be hard to know when to press in and when to back off.
Here's a few keys to look out for to make sure you aren't enabling your team.
Maybe you are a people pleaser, maybe you don't want to rock the boat, or maybe you just avoid conflict like the plague. Let me assure you this is your GROWTH opportunity as a leader.
Step one - identify what or who needs to be addressed.
If you find yourself making excuse after excuse for their behavior that is your absolute sign that you are giving them a pass for an expectation that isn't acceptable.
Step two - have an expectation reset conversation to allow you both to be on the same page again.
Your frustrated, your angry, you worry, and you don't understand why you have to tell them repeatedly what is expected. These big, not fun emotions are a clear sign a conversation needs to happen!
Step three - identify where your emotions are coming from - what about their behavior is causing you the most frustration?
Often these individuals have big, emotional personalities and it can be easy to cater to their needs as the wider team is overlooked. But remember your team is watching how you handle this employee, and it absolutely affects morale!
Step four - take a step back and notice how their behavior is affecting the rest of your team.
If enforcing accountability isn't your strength, remember it's like a muscle - it takes time to build.
Do what you can to keep doing the next right step and eventually that muscle will grow!
And don't hesitate to reach out for help in the meantime!
Don’t let a dysfunctional work environment or dysfunctional team hold your company back. Take our free team assessment or schedule a time to meet!