Share on facebook
Share on linkedin
Share on twitter
Share on email


CEOs frequently mention that they have trouble holding employees accountable. Implied in that is that people are not doing what they’re supposed to do.  

Fortunately, the problem can be mostly eliminated by establishing better internal business processes. There are three in particular: Standard Operating Procedures, Measures and Employee Coaching. In the Big Six you’ll find them in the following Pillars: Process, Information and People.


Let’s begin with SOPs (standard operating procedures). To meet expectations, and be accountable, employees need to know what’s expected. Ideally the company has developed ways of doing things that work well and that are worth locking in and communicating to employees to ensure consistency. That means writing them down and sharing them with employees, especially new employees, and position back ups.   

Performance Measures

The next step is to establish a set of performance measures. (Here the term “measures” refers to everything: numbers, metrics, performance indicators, etc.) Measures are numerical feedback. They show us exactly what is happening.  Using measures in relation to an individual’s performance gives the employee and the supervisor objective criteria by which to target and track performance and identify areas needing improvement. No guessing, no spinning, just the facts. 


Lastly, I recommend having frequent coaching discussions. In fact, coaching as a performance improvement process is fast replacing the mostly ineffectual annual performance review. In this context coaching is a conversation between the employee and their supervisor. The underlying assumption is that the employee is qualified for the position and is doing their best. That said, everyone benefits from regular constructive, candid and caring feedback. Coaching sessions can be short, anywhere from 30 to 60 minutes and should happen frequently, at least monthly.  

When we define our expectations, measure performance and hold frequent developmental conversations, we absolutely increase accountability and improve business performance. Like most things in business, all this is not particularly hard to do, it just has to be done. Put in the processes and enjoy the happy, productive benefits. 

More To Explore

Know Your Business - Ask Your Employees

Know Your Business – Ask Your Employees

Know Your Business – Ask Your Employees Every business is hiding powerful, success-building, information “in plain sight.” It’s right there and it’s a sure path

Strategy Before Branding - Please!

Strategy Before Branding – Please!

Strategy Before Branding – Please! OK, I have a problem with branding. Not to say I don’t encourage beautiful, consistent messaging. Super important. Yes. Cart,

Hurt Feelings or Growth Opportunity

Hurt Feelings or Growth Opportunity

Hurt Feelings or Growth Opportunity I was recently talking with the CEO of a services company with 24 employees and $5+ million in revenues. She

The Big Six Bootcamp is a 12 week online course.

In just three months, what you’ve wanted will become a reality and the happy results will be yours to enjoy for a lifetime.

  • No Pre-Recorded, Generic Sessions
  • We use Zoom video conferencing so that all our interactions are live and directed at you and your specific needs.
  • If you can’t attend one of the sessions, no problem. We record them and send you the link so that you can catch up whenever you have time. ​

$99 today, $395 prior to each of the 5 remaining sessions

Brian Kinahan
The Six Simple, Powerful Steps To

Become A High-Impact Executive

Be Sure To Check Your Junk Mail