Management too ambiguous on what it wants from subordinates
Employees want to know what they are supposed to do. They want to know: which is the correct measure of success, for each task. They want to know what authority they have.
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Depth of problem
Not defining who is in charge of what, and not delegating sufficient authority is a serious threat to success of the company that rests at level 4, Authority within the Accountability root cause of the Problem Depth Chart.
What you can do now for free
Assigning authority in line with responsibility means taking the risk to trust people to do their best and accept that they will make occasional mistakes. Define the two most important tasks of each person, the results expected (how much, by when, etc.) and delegate the individuals’ supervisors to monitor daily progress.
What you can do now for a low cost
Learning the key importance of true accountability and authority, and how to implement it, falls out of Volume IX of The Respect Revolution.
What CCCC feels you should really do
The issues about delegating, authority, responsibilities, etc., require the Accountability solution as the preferred approach. Accountability also helps employees figure out if they really belong and those who don’t fit, usually choose to leave the firm on their own volition.
The issues about delegating, authority, responsibilities, etc., require the Accountability solution as the preferred approach. Accountability also helps employees figure out if they really belong and those who don’t fit, usually choose to leave the firm on their own volition.
Related Problem Domains: Communications Information Flow | Management, Accountability Responsibility | People Issues Mood of People