Developing an Action Plan

Here are some additional accountability questions for you to think about.

If I came to you company and interviewed a representative number of your staff what would they say with respect to the following questions?

  • What are you doing to support your company’s top priorities?
  • What are your personal action plans or personal objectives to drive success at your company?

As I mentioned in an earlier post, everyone wants the company to succeed, but many employees have difficulty expressing what they do to contribute to the success of the company.

Not too long ago, on a consulting engagement in the glass industry I asked these same questions and got the following responses:

  • Nothing specific;
  • Nothing in writing;
  • Nothing formal;
  • Spend more time at my job;
  • Do the best I can do;
  • Set good example for others to follow;
  • Be proactive;
  • Plan ahead; and
  • Refine job costing.

Most of the responses were very general in nature or just disappointing.

Like the top priorities we talked about a few days ago, the answers were not very specific, not measurable and in most cases didn’t address how the personal objectives would be accomplished.

Additionally, no one had any written personal objectives or action plans that would indicate accountability.

Ideally, employee action plans (objectives) should be specific, measurable, time framed, in writing and say how employees will contribute to the achievement of the company’s top priorities.  Action plans drive accountability and generate great results.

It was clear this company did not have an effective management system in place to focus employees on the success of the company and how each employee makes it happen.

What do you think your employees would say about their personal action plans?

If the responses are similar to what I just shared with you, your company needs to change.

Please share your thoughts with me.

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