Identify the key seats in your organization and make sure that accountability for specific company results is clear.
Use the Role Accountability Tool in Rhythm.
- List all of the key functional areas of responsibility in your company and the name of the person who is ultimately responsible for the results in that area.
- Evaluate your answers to identify if there are any gaps, overlaps, weaknesses or opportunities for confusion. Use these questions to prompt your thinking:
- Do you have more than one name listed next to any function?
- Does anyone’s name show up a lot more than everyone else’s?
- Are there any key functions that don’t have a name assigned?
- Would you enthusiastically rehire each person for their current role?
- What are the ultimate results expected for each function and how will you measure each? These are often very high-level results found as line items on your P&L Statement and Balance Sheet.
- For each position, identify 1-2 KPIs you can track to ensure that this person is on track to achieve the ultimate results.
Here is an example:
Job Scorecards clarify the purpose, desired results, skills & competencies and key responsibilities for each role in your company.
Follow this simple model as you take the think-time necessary to get your arms around what, exactly, you need people to do differently. If you’re going to have a conversation with people around accountability (or the lack thereof), it’s important to first frame what it is (exactly) that you need them to do. The Job Scorecard is a perfect way to prompt your own thinking and to help you get very focused on specifics.
Performance Conversation Report
This report will help you frame a performance conversation between you and your leadership.
Designed to help you understand how you are performing against your goals and expectations and to gain feedback from others so that you can significantly multiply your contribution to the company, your team, and achieve success in your job.
Some companies still have a formal process for Annual Performance Reviews. We believe that a better approach is to hire A players using Topgrading, clarify roles and expectations upfront using Job Scorecards set RYG success criteria for all KPIs and Priorities, display constant feedback on progress and performance through and provide support and make adjustments daily and weekly using a healthy meeting rhythm.
If your company requires you to follow a formal performance review process, you can export the information captured in the Job Scorecard screens in Rhythm into the Performance Conversation Report and use the data to support your process.
The first tab of the report includes instructions for how to use the report to frame a conversation between you and your leadership about your performance.