Education & Training with Performance Development Strategies

The answer to that question of what's wrong with accountability is Nothing!  People invested in their careers or their businesses are accountable.  They even choose accountability partners.

How do we get a team of accountable people?  First of all, as Jim Collins says, we need to get the right people on the bus, the wrong people off the bus, and the right people in the right seats.

With a new team member it is very important in the first few months to establish rapport and engage them in an onboarding process and to establish standards and expectations.

Establish expectations from the start.

Help orient your new team member by helping him or her to understand the big picture for your organization. Share the organization’s vision, values, and mission along with the organizational goals. You will have more success if you are as transparent as possible. In order to have employee “buy in” the employee needs to first know what he or she is buying. Make sure that your expectations are clear and concise. If you don’t set the baseline of expectations your future criticisms may seem arbitrary to the employee.

Feedback and evaluation should be continuous.

One of the biggest mistakes made by leaders is to only conduct annual performance appraisals. If you only communicate only annually with your team you will have lost the opportunity to develop them and, at the same time, create improved results. It is best to give continuous feedback. People learn incrementally and by spaced repetition. This learning is helped by continuous feedback. And don’t forget to recognize positive performance. Be sure to recognize someone whever you catch him or her doing something right. As an example, I worked with a service company that wanted to reduce unnecessary service calls by having their call agents help the customer trouble shoot the problem when they called over the phone. Before long the call agents had developed the new habit, which had been reinforced by the recognition for helping the customer immediately and saving a service call. By far, people are more receptive to positive reinforcement because it provides the opportunity to focus on positive outcomes.

Conduct a formal appraisal on a regular basis.

Although you have established expectations you should have developed a work plan with standards based on the employee’s job description. This will be far more successful if you involve your employee in planning and setting goals. Begin with your department or organizational goal so that they know the critical part they play in the achievement of those goals then talk about individual goal achievement and goals achieved. You can measure intangible performance areas as well. Don’t neglect those areas. For instance, you can measure dependability by attendance records. Or you can measure initiative by the number of suggestions or independent solutions produced.

Don’t forget performance development.

The purpose of the appraisal is development of better performance and results. This is the opportunity to address weaknesses and inadequacies and develop a plan for improvement. At the end of the meeting you and your team member should have not only a record of individual performance but also the record of progress toward department or organizational goals.

Encouraging High Performance

Many owners and managers do not realize full potential in their employees because they do not involve them in the development process. You can avoid that by practicing good performance development.

Are you interested in creating standards for great team engagement and performance?

Contact us to learn more

or call 914-953-4458.

Comments (24)

Roy Kelley
Realty Group Referrals - Gaithersburg, MD

Thank you very much, Grant, for sharing your experience and your advice.

Aug 02, 2021 05:05 AM
Carol Williams
Although I'm retired, I love sharing my knowledge and learning from other real estate industry professionals. - Wenatchee, WA
Retired Agent / Broker / Property Manager

Hi Grant,
The only thing wrong with accountability is there isn't enough of it. I wish every Designated Broker would institute an "accountability buddy system". Even the most experienced professionals can benefit from being held accountable. And, for those rare few who don't, they can certainly be a good example to their buddy.

Aug 02, 2021 05:21 AM
Brian England
Vacasa - Gilbert, AZ
MBA, GRI, REALTOR® Real Estate in East Valley AZ

Everyone should be held accountable for their actions whether it is in the workplace or elsewhere.

Aug 02, 2021 05:25 AM
Wayne Martin
Wayne M Martin - Chicago, IL
Real Estate Broker - Retired

Good morning Grant. Accountability is everywhere but seldom instituted correctly. Practice makes perfect. Enjoy your day.

Aug 02, 2021 05:28 AM
Michael Jacobs
Pasadena, CA
Los Angeles Pasadena 818.516.4393

Hello Grant - I look at my own accountability progress report.  I know there have been setbacks and understand there is work(and sometimes success however that is defined) as I live each day.  <More to your point, it's definitely important on a larger scale where the bigger picture can be defined.  

Aug 02, 2021 05:28 AM
Ed Silva
Mapleridge Realty, CT 203-206-0754 - Waterbury, CT
Central CT Real Estate Broker Serving all equally

Putting a team together or a smooth operating business requires patience and a good leader to select people for their strengths and use them to their best efficiencies within the group. Good guide here

Aug 02, 2021 06:56 AM
Joan Cox
House to Home, Inc. - Denver Real Estate - 720-231-6373 - Denver, CO
Denver Real Estate - Selling One Home at a Time

Grant, Laura and I chat almost every day, to bounce ideas off each other, and work through issues.   It is a win-win.

Aug 02, 2021 07:57 AM
Grant Schneider
Performance Development Strategies - Armonk, NY
Your Coach Helping You Create Successful Outcomes

Kathy - the first few month are critical to see if there is engagement.

Endre - I do too.  I certainly want to  be accountable.

James - very wrong.  The interview should be behavior based to find out those issues.

Nina - yes, and I have found the same.

Roy - thank you.

Carol - you are so right about that.  We have it in our mastermind and I will have to report on my accounability progress.

Brian - and they should welcome it.

Wayne - although I can think of several places where it is and the result show.

Michael - I think that is a very good summary of it.

Ed - that is so true.  You must weigh the strengths of each member.

Joan - sounds like it is going well.

Aug 02, 2021 08:53 AM
Ron and Alexandra Seigel
Napa Consultants - Carpinteria, CA
Luxury Real Estate Branding, Marketing & Strategy


This is another world class post.  We check our teams progress day to day when we have an involved project.  Otherwise, we do stay in touch with them.  All our independent contractors and have other jobs. Your service company provider example is great, and I wish some of the services we have in our area would follow your example.  A

Aug 02, 2021 09:11 AM
Rocky Dickerson
Realty One Group - Las Vegas, NV
Superior Service!

Accountability and integrity are two highly undervalued and overlooked aspects of character today

Aug 02, 2021 09:51 AM
Grant Schneider
Performance Development Strategies - Armonk, NY
Your Coach Helping You Create Successful Outcomes

Ron and Alexandra - the positive reinforcement makes the desire for accountability greater and creates results.  Thanks for you kind comment.

Rocky - yes,  I could do one on integrity as well.

Aug 02, 2021 10:57 AM
George Souto
George Souto NMLS #65149 FHA, CHFA, VA Mortgages - Middletown, CT
Your Connecticut Mortgage Expert

Grant accountability seems to be a quality lacking with the younger generation.

Aug 02, 2021 12:59 PM
Grant Schneider
Performance Development Strategies - Armonk, NY
Your Coach Helping You Create Successful Outcomes

George - I certainly hope that does change.

Aug 03, 2021 03:02 AM
Roy Kelley
Realty Group Referrals - Gaithersburg, MD

Good Tuesday morning, Grant. Take care, be safe and have a great day.

Aug 03, 2021 04:38 AM
Will Hamm
Hamm Homes - Aurora, CO
"Where There's a Will, There's a Way!"

Hello Grant,  In the corporate work I would always let my Regional manager what I was working on and would post there goals for the month and at out monthly meeting would cover what we all did.


Aug 03, 2021 06:59 AM
Lawrence "Larry" & Sheila Agranoff. Cell: 631-805-4400
The Top Team @ Charles Rutenberg Realty 255 Executive Dr, Plainview NY 11803 - Plainview, NY
Long Island Condo and Home Specialists

Creating positive results is what we should all be striving for. This is what Larry and I aim for in every transaction.

Aug 03, 2021 09:20 AM
Grant Schneider
Performance Development Strategies - Armonk, NY
Your Coach Helping You Create Successful Outcomes

Roy - have a great day.

Will -  absolutely.  Do the wins and successes along with challenges.

Larry and Sheila - yes, exceeding the clients expectations.


Aug 04, 2021 06:30 AM
Sheri Sperry - MCNE®
Coldwell Banker Realty - Sedona, AZ
(928) 274-7355 ~ YOUR Solutions REALTOR®

Hi Grant Schneider - Coming from the Staffing industry, it all starts with the one-on-one when hiring.  As part of the interview process, I held an expectations meeting with new employees.  it is to establish expectations both ways.  What did they expect from me and my company and what I expected from them.  This sets the training, coaching, and counseling into motion. 

Aug 08, 2021 08:27 AM
Joan Cox
House to Home, Inc. - Denver Real Estate - 720-231-6373 - Denver, CO
Denver Real Estate - Selling One Home at a Time

Grant, if you cannot be accountable for yourself, being in real estate, you won't last long! 

Aug 08, 2021 10:00 AM
Grant Schneider
Performance Development Strategies - Armonk, NY
Your Coach Helping You Create Successful Outcomes

Sheri - yes, you certainly got that right.

Joan - for sure. Accountability starts with you.


Aug 09, 2021 02:59 AM