On the push side, establishing—and sticking to—clear and explicit performance metrics is the best way to encourage accountability. Select performance measures that will let you know as clearly as possible whether a team member has achieved her goals. Avoid ambiguously defined goals, such as “Improve sales” or “Decrease product development time.” Instead, define goals in terms that can be quantified. Examples include “Increase sales of product X by 15 to 30 percent over the fourth quarter of this year,” or “Decrease development time on product line Y from twelve months to six months within the
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