Accountability, Coaching, and Development For Managers And Employees

Ongoing accountability and coaching for managers and employees

Gallup confirms what we have all known in practice for decades: The greatest influence over team engagement and performance is managers. The WorkDove platform continues to be centered on the critical importance of the manager and employee relationship, including accountability and coaching for managers and employees. This dynamic is a major indicator of organizational health, employee engagement, business growth, and the overall employee experience.

However, a survey conducted by the Association for Talent Development found that 60% of respondents identified the lack of accountability for managers as the top barrier to effective coaching. This research also revealed that organizations that establish the expectation for managers to coach their direct reports are much more likely to achieve high performance. So, how can companies bridge the gap between expecting managers to be coaches and actually holding them accountable?

To be a coaching-focused organization, employees cannot be left out of the mix. A brief list of WorkDove best practices for ensuring there is ongoing accountability, coaching, and development of both managers and employees is listed below. 

Frequent and Documented 1 on 1 meetings/Check-ins

The innovative WorkDove performance check-in process was specifically designed to equip managers with a powerful coaching tool that not only enhances communication with their direct reports but also fosters in-the-moment coaching that aligns with the employee’s objectives and goals. Check-Ins are led by employees themselves, as they digitally complete their forms prior to the one-on-one meetings. This form can include a few company-configured questions such as: 1. What are your biggest accomplishments since our last check-in? What are you most proud of? 2. What are your priorities? 3. How can I help you succeed?  Last, the employee can update their progress vs. goals/objectives.

By the employee completing this in advance, it allows managers to review their responses and prepare for a constructive coaching conversation. To ensure a comprehensive record of progress, managers are encouraged to provide summary notes after each session, which are accessible to both parties for future reference, such as during performance reviews or six months down the line. We highly recommend that all our clients incorporate a minimum of one Check-In per month, per employee, and set aside dedicated time on their calendars. This level of commitment not only enhances accountability for managers but also sends a clear message to employees that their needs and development are of utmost importance.

In addition, employees have the opportunity to express their overall sentiment during Check-Ins by answering a sentiment analysis question. Our platform values transparency, so Check-Ins are accessible to all higher-level managers. This valuable tool provides managers with yet another avenue to understand and connect with the individuals behind their direct reports. This means that leaders of leaders can always stay informed about the coaching activities of their direct reports, while also having a view of employee sentiment trends.

Performance-Values Matrix + Calibration 

The Performance-Values Matrix is a tool that evaluates employees based on their performance and cultural compatibility. It plots individuals on a matrix, revealing where they stand and providing insights into coaching opportunities. Those who fall in the bottom right quadrant possess high cultural fit and core values but low performance, indicating a need for performance-based coaching from their leaders. These individuals excel in representing the company’s workplace behaviors but require additional attention to meet their objectives, goals, and overall performance expectations.

WorkDove fosters a culture of transparency and accountability by providing upline managers and executives with access to all plotted points on the Performance-Values Matrix within their reporting tree. This promotes a collaborative calibration process during performance reviews, where managers are evaluated on how they rate their direct reports. By identifying any discrepancies or outliers in performance review results, organizations can hold managers accountable through open and direct conversations. These conversations not only address the assessments of direct reports but also uncover further coaching opportunities for managers.

Individual Development Plans 

Employees and managers alike deserve targeted development for both their personal and career growth. Crafting an Individual Development Plan for any level of employee ensures action is being taken toward their future. WorkDove’s IDP+ tool creates a clear pathway for employees to see and participate in their own development and grants managers the ability to stay on track and accountable for investing devoted time to the strategic growth of their employees. This app is designed to grow and go with the individual throughout their entire employee journey. Well-maintained individual development plans show employees that their presence at the organization is valued and encourages ownership of their own career track. Managers are held to a standard of accountability as well in that their employees hitting their target goals and success measures may reveal just how involved the manager has been in their progress. 

360 Feedback Tool

Implementing a continuous practice of 360-degree feedback is strongly recommended by WorkDove for all individuals in your organization. By embracing feedback from peers, leaders, direct reports, and even external clients, you cultivate a culture of heightened accountability and foster meaningful conversations between managers and employees. This process effectively eliminates the risk of employees solely hearing their manager’s perspective and empowers managers with additional insights about their direct reports. These valuable perspectives can then be utilized in crucial coaching conversations to drive personal and professional development. The feedback received, which includes assessments of how individuals embody company core values and demonstrate leadership potential, serves as a valuable indicator of the specific areas in which they require guidance and support from their leaders.

Putting It All Together To Enhance Ongoing Accountability, Coaching, and Development

One sign of a high-performing organization is investing in the continuous improvement of their managers through coaching, accountability, and development. Ongoing accountability and coaching, development of both managers and employees, and open communication and responsible leadership leads to positive relationships with employees. This not only enhances the employee experience but also improves retention rates and engagement. By incorporating best practices tailored to your organization’s needs, you can build strong relationships and achieve your desired outcomes.