Underperformance isn't just about them.

It's actually about you.

How you handle it determines whether you fix the problem

or you let it spiral into something worse.

Here's the thing.

If someone on your team isn't meeting expectations,

accountability is the solution.

And it doesn't start with them.

It actually starts with you.

I used to hear people say,

you just need to hold them accountable. And I'm like, what does that mean? Nobody ever explained to me how to do this thing. It's like, be honest, trust people, hold them accountable. Okay, but how?

And so this video isn't theory. It is tactical. I want to show you how to address underperformance step by step so you can fix the problem at its route and get your teammate back on track.

The first thing in the formula for accountability is set clear expectations. Most underperformance

starts because there are no clear expectations. If your team doesn't know what success looks like,

how can they hit the mark? Fuzzy goals and vague directions just create excuses for underperformance.

While if you have crystal clear expectations, you eliminate all that ambiguity. And so the question

becomes, how do I set clear expectations? Expectations start when you are hiring the person.

Do you have a clear job description that actually says what the person's doing? Do you have

core values that tell someone what the culture is and what it isn doing. Do you have core values that tell

someone what the culture is and what it isn't? Do you have a brand promise around what your delivery

is for your customers? Are you fast? Are you good? Are you cheap? Are you what? Do you have

expectations for the department that they're in? Does the sales team know how many sales to make?

...