Close
Learning Methods
Classroom
A traditional classroom couples on-site learning with the added value of face-to-face interaction with instructors and peers. With courses and exams scheduled worldwide, you will be sure to find a class near you.
Interaction
Highly Interactive
On-going interaction with instructor throughout the entire classroom event
Interaction with peers/professionals via face-to-face
Components (May Include)
Onsite
On-site instructor-led delivery of course modules, discussions, exercises, case studies, and application opportunities
Supplemental learning elements such as: audio/video files, tools and templates, articles and/or white papers
E-course materials available two weeks prior to the course start date; printed course materials ship directly to the event location
Duration
One + Days
Varies by course ranging from one to multiple days
Technical Needs
Specific requirements are clearly noted on the course page
Virtual Classroom
Ideal for those who appreciate live education instruction, but looking to save on travel. A virtual classroom affords you many of the same learning benefits as traditional–all from the convenience of your office.
Interaction
Highly Interactive
On-going interaction with instructor throughout the entire virtual classroom event
Interaction with peers/professionals via online environment
Components (May Include)
Live online instructor-led delivery of course modules, discussions, exercises, case studies, and application opportunities
Supplemental learning elements such as: audio/video files, tools and templates, articles and/or white papers
E-course materials available up to one week prior to the course start date. Recorded playback and supplemental materials available up to seven days after the live event.
Duration
Varies by course ranging from one to multiple sessions
Technical Needs
Adobe Flash Player
Acrobat Reader
Computer with sound capability and high-speed internet access
Phone line access
E-Learning
A self-paced, online learning experience that allows you to study any time of day. Course material is pre-recorded by an instructor and you have the flexibility to view content modules as desired.
Interaction
Independent Learning
Components (May Include)
Pre-Recorded
Pre-recorded course modules
Supplemental learning elements such as: audio/video files, online quizzes
E-course materials start on the day of purchase
Optional purchased print material ships within 7 business days
Duration
120 Days - Anytime
120-day access starts on the day of purchase
Direct access to all components
Technical Needs
Adobe Flash Player
Acrobat Reader
Computer with sound capability and high-speed internet access
Close
Contact Sponsor
E-Reward
Online
Paul Thompson
Phone: 1 44 01614322584
Contact by Email | Website
Close
Sorry, you can't add this item to the cart.
You have reached the maximum allowed quantity for purchase in your cart or the item isn't available anymore.
Product successfully added to your cart!
Price
View your cart
Continue shopping
Please note our website will be down this Friday, November 5 from 9pm ET – 11pm ET for routine maintenance. We apologize for any inconvenience.
WORKSPAN
WORKSPAN DAILY |

3 Ways to Hold Your Workforce Accountable for 2021 Goals

The COVID-19 pandemic has certainly thrown a wrench in our best-laid plans for 2020. Many organizations have found themselves completely off-course, with drastically different goals or priorities for the company than they originally set in January.

Image

Now, as we see this year come to a close, organizations that have needed to adapt — whether by going completely remote, implementing a digital evolution overnight, or reskilling employees to fit the current environment — have done so. Simply by adjusting and acclimating in order to get through this year, we’ve already built the habits we need to execute on new objectives in 2021, but accountability in the workplace will be truly essential to the quality of the work employees produce, and will also be crucial for building strong employee relationships.

Though your workforce may still be working from home, or you may have lingering financial challenges at your company, you can still promote a culture of accountability around business objectives in 2021.

Keep Goals Visible and Present

In these last several months, many CEOs and business leaders have learned the importance of connecting with employees in the form of frequent all-company check-ins or more transparency with the workforce around company financial performance. This new focus on visibility, connection and mutual trust can be carried over as you draft objectives and priorities for 2021, and the best way to do that is to keep your goals as top-of-mind as possible.

Leaders can easily find ways to point back to company goals in any virtual company meeting or important presentation; keeping goals actively on the agenda will reinforce the idea that they’re an ongoing action item. Many organizations no longer have the physical office space to post reminders or key points in public spaces, so using remote communications will help keep company goals as relevant as possible. Even in smaller team meetings, managers can support the company’s goals by making an active effort to keep those topics alive and well.

Outside of team meetings, company-wide communication will be key — using messaging platforms, email, and other delivery channels to promote your company goals and make them a part of the ongoing conversation will be a huge necessity for a digital, dispersed workforce in 2021.

Connect Individual Goals to the Bigger Picture

Every employee wants to feel that their work is meaningful, and that they’re contributing to the overall success of the business — for some, this sentiment is more important than a higher salary. It can often be tricky to directly connect every individual development goal to a larger business objective, and if this is the case for your workforce, it may be an indicator to adjust those individual objectives in a way that’s more clearly cascaded from the top down.

These aligned individual goals can help managers, too, as they set expectations for their team members and bring a sense of accountability down to an individual level. This level-setting is critical, given that a Gallup study found that only 50% of employees strongly indicate that they know what’s expected of them at work, which makes individual accountability a difficult but necessary first step.

As this connection between individual and company objectives becomes more direct, employees will be more likely to feel a sense of intrinsic motivation in their own productivity, rather than completing tasks with a checklist mindset. Ensure that your managers are prepared and feel supported in this effort — use digital communications to provide them with coaching resources for goal discussions, as well as a consistent tool or rubric for aligned goal setting across the organization.

Build a Culture of Trust

Accountability is a two-way street; it’s not just about managers ensuring employees are on-task and working productively, it’s also about employees giving feedback to the company and business leaders about how they’re performing on those larger goals. Consider employee surveys, team feedback sessions, or other ways to collect comprehensive feedback data from your workforce about any pain-points or concerns when it comes to the company’s performance or goals in 2021.

Then, take that feedback a step further and prove you’re listening; regularly bring up those same pain-points in group discussions and company meetings, and use messaging around how you’re working on them. Ask yourself: Are these employee concerns fixable on a team or manager level? Are there any specific wins that can be called out in support of our objectives? Does the company feel like a unified team as we work toward these goals, and if not, how can we develop that feeling of connection? Your acknowledgement and action in this cycle of two-way communication is crucial to building a company culture of trust and true teamwork.

Accountability at a company takes time and effort to establish, and while we may not know what 2021 will bring, we have the framework and habits in place to set strong goals and stick to them. This sense of group responsibility relies heavily on your ability to clearly communicate (and re-communicate) your goals and objectives for the year, and work with teams on a company-wide basis to develop aligned, connected goals at the organization, department, team and individual level. Transparency and visibility along the way can help you foster a company culture of trust and connection to the bigger picture and will contribute immensely to individual productivity.

When employees feel they are an important, trusted piece of the puzzle, their engagement and motivation see positive effects, and your company goals move forward too. To truly see success and progress on your objectives in 2021, you’ll need a communication plan that brings the whole company with you.

About the Author

Michelle Sedlacek is the director of people at GuideSpark.


About WorldatWork

WorldatWork is a professional nonprofit association that sets the agenda and standard of excellence in the field of Total Rewards. Our membership, signature certifications, data, content, and conferences are designed to advance our members’ leadership, and to help them influence great outcomes for their own organizations.

About Membership

Membership provides access to practical resources, research, emerging trends, a professional network, and career-building education and certification. Learn more and join today.