Compassionate Accountability

We know your employee's performance matters to you and it’s challenging when they don’t meet your expectations.

Your resentment meter might be high because you work so hard, and they don’t match your work ethic. Or because you are doing parts of their job (it’s easier if you do it - sound familiar?).

You might get stuck on what to say when your therapists or other employees miss a deadline or don’t follow through as promised. You worry about their reaction if and when you address the performance concerns. What if they deflate? Or worse, quit?

As a Nurturer, Leadership Archetype (Poonam here 👋), I have struggled with internal resentment towards employees when there are issues with underperformance and missed deadlines.

It took me a while to understand that this stemmed from not setting boundaries and not being clear with my expectations.

It was a gut punch when I realized I had a part of the responsibility for how my employees performed.

“I am not responsible for you, but I will be responsive to you” - these words came from a compassion fatigue training I attended and it has become an anchor for me in my leadership.

I don’t own the choices my employees make, but I am responsible for how I respond to their underperformance and lack of accountability.

 
 

As a leader, it costs you - literally and mentally- when expectations are not transparent nor upheld. Your resentment builds, and employee performance stays the same or declines further.

You can still lead with compassion WHILE holding your employees accountable.

This feels good and safe for everyone because expectations AND what happens when expectations are not met are all clearly defined. Accountability need not be punitive; it’s making sure your therapists have the tools to meet the expectations outlined.

Look at your resentment as a barometer, a measuring of your tension and pressure. It’s not about avoiding feelings of resentment; it’s about knowing when your barometer is rising and what that means for you. What haven’t you addressed? What is it that you haven’t said? What employee needs to be held accountable? Your level of resentment reflects your level of transparency.

Transparency, the 1st element of our Cultivate TRUST framework, is all about accountability- this means staying aligned with your values in HOW you hold your employees to agreed-upon expectations.

What

  • What is it that they need to do?

  • Set clear expectations, "what I'm needing from you is..."

  • Ask your employee about their understanding of said expectations.

Why

  • Understand the "why" of the expectations you are requesting.

  • Have you communicated this "why" clearly to your employees?

  • Ask your employees their understanding of the "why."

How

  • How will they accomplish these expectations?

  • Do (they think) they have the tools/resources to accomplish this expectation?

  • Do (they think) they have the time to accomplish this expectation?

  • If not, how can you show them that they have the tools and time to meet this expectation in a supportive manner?

Want to learn how to keep your employees accountable in a way that aligns with your values? Schedule a complimentary consultation with us so we can brainstorm ideas and ways to support you.

Poonam Natha