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Accountability: How Underperforming Team Members Affect Performers

Linda Galindo

Many team members complain among themselves and to friends and family members about under-performing co-workers. If you find yourself in that situation, how should you deal with it? According to Accountability Expert Linda Galindo, you can take action using these three steps:

  1. Use personal experience
  2. Use the pronoun “I”
  3. Ask for feedback

For example, say, “I’m frustrated because I complete my tasks on time but then I’m asked to complete the tasks of others or to correct their mistakes. I need feedback on how I can get more challenging work that will help the team move forward.” This puts the situation into a positive light and helps the manager see how this dynamic is holding the team back. It’s so much better than saying, “We’re tired of doing work for others who underperform. It’s time you hold them accountable” and gives your manager an opportunity to make a correction based on advancement rather than blame.

There’s no doubt that work life is far better when organizations subscribe to accountability as a guiding principle and value. But when push comes to shove especially in turbulent times, the concept is much easier said than done.

In this webinar you will learn what accountability is—what it’s not—and how it can give your organization a much-needed makeover that will result in higher retention rates, improved morale, fewer errors, stress reduction, and better overall performance. Using real-life examples and a three-step model, Accountability Expert Linda Galindo will demonstrate how anyone can instill and apply the mindset of personal accountability in their everyday work life.

Click here to view the webinar from May of this year.  Enjoy!

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