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Are you uncertain of how to improve your employees' accountability level? Do you sometimes avoid having the accountability discussion because of a flawed Accountability Management System? Accountability management, or managing the "control" part of management, is a prevalent issue among leaders today. Many leaders fail to hold their employees accountable for assigned tasks, resulting in detrimental effects on team culture, productivity and an unsuccessful organisation. The reasons for this vary; wrong assumptions, trying not to be a micro-manager, the weight of expectations you place on your employees, etc. Sometimes, you constantly have high expectations of your top performers that you ignore the struggles of low-performers and assume they can drive similar results. When you fail to acknowledge and focus on increasing the accountability levels of low-performers, it affects your team's productivity, and they may interpret it as indifference or weakness on your path, which can be demotivating for everyone. So, how can you work towards establishing a culture of accountability for your team? How can you increase accountability management levels in low-performers more meaningfully and create an environment encouraging them to contribute their best to work? How do you crack the Accountability Management Code? In this deck, we help you understand; The reasons why leaders fail to hold their employees accountable The accountability scale and how you can understand each of your employee's level How your weight of expectations can lead to employee poor accountability level The key ways you can manage low-performing employees' accountability levels and build employee morale and productivity. Read less