Stop Making Employee Accountability A Once A Year Thing (Do This Instead)

Employees don’t want their managers up their a$$.

In fact, it’s a nightmare my sales team dreamt about the other night when I introduced them to their new sales manager.

“Who is this guy? I know more than him.”

“I don’t need someone to listen to my prospecting call!”

I had to diffuse these valid concerns and remind them that it’s for their own best interest, growth, and success. It’s not to micromanage them but to help them become better sales professionals.

People fear the micromanager.

Your team also doesn’t want performance conversations that happen infrequently. They deserve to know where they stand and what they can do to improve.

It’s crucial for the success of the company and fellow team members.

“The lack of consequences in any system will hurt the whole, and this is where a lot of managers fall short,” as Cali Ressler writes in Why Managing Sucks and How to Fix It.

A review isn’t a once-a-year thing. It’s something that happens, every-single-day.

Result conversations must happen every day, or worst case, every week.