Can you create accountability without damaging morale? Here are five ways to develop a healthy culture of accountability that your employees will be grateful for.
In a survey of business owners, 82% of the respondents cited people issues as their number one frustration. Employees, partners, customers, vendors – they all weren’t on the same page!
In the EOS Process™, we address this frustration head-on by asking the leadership team three questions to strengthen the People Component of their business.
As leadership teams begin to roll out the Entrepreneurial Operating System® (EOS®) to the rest of the company, they’re usually excited about getting the entire organization running on EOS. But as the EOS Foundational Tools™ start rolling out, leadership teams often discover they have several questions about applying the tools at the departmental level.
Until your leadership team members understand why being open and honest in the moment is so crucial, they may rush past the pauses and silences in meetings. The irony is that moving fast could actually slow down the entire team by discouraging quiet members from contributing to team decision-making.
Friendships at work can help strengthen your company and make work more enjoyable, but boss/buddy relationships can open a can of worms. The Accountability Chart, People Analyzer and GWC are EOS tools that provide the accountability needed to help ensure your business won’t suffer from a friendship.
After you’ve worked hard to document your company’s core processes, the next challenge is to develop an effective method for rolling them out to all of your employees. Creating a company or departmental scorecard is the best way to measure if your team is complying with the steps of a core process.
