Holding people accountable is a fundamental premise of good management. Establishing solid goals and providing feedback along the way helps employees recognize the importance of performing up to expectations. Unfortunately, some employees do not meet their goals for a variety of reasons. When this happens, managers need to hold people accountable, but there are often problems in executing this closure step.
If goals were not met due to employee laziness, lack of initiative, poor attitudes, or any other negative personal trait, then the accountability step is appropriate and should be done along with the appropriate documentation. When employees fail to meet expectations due to things that are truly out of their control, then holding them accountable seems punitive beyond reason.
I believe there is a direct link between holding people accountable in an appropriate way and the level of trust in an organization. Extreme cases are easy to understand. For…
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