How to Get Your Team To Take Action –
While Still Demonstrating Compassion and Empathy

By: Patty Prosser

Many leaders today, still struggle with holding direct reports accountable when they aren’t meeting expectations. And although business has begun to normalize following the pandemic, this issue continues to present challenges for leaders: how to create accountability, but still make people feel like their needs still matter.

Our experience at The Center for Leadership Excellence shows us that you can do both.  You can hold direct reports accountable in a way that is compassionate and supportive, fostering a positive and productive work environment, but in ways that motivate them to take the actions needed to get results.

Holding direct reports accountable with compassion is a crucial aspect of effective leadership. It helps create a productive work environment while maintaining positive relationships with team members. Here are some strategies to achieve this balance:

1. Set Clear Expectations

• Define Roles and Responsibilities: Clearly outline each team member’s responsibilities and expected outcomes. Ensure everyone understands their role and how it contributes to the overall goals.
• SMART Goals: Set Specific, Measurable, Achievable, Relevant, and Time-bound goals to provide clear direction.

2. Communicate Openly

• Regular Check-ins: Schedule regular one-on-one meetings to discuss progress, address concerns, and provide feedback.
• Active Listening: Listen to your team members’ perspectives and concerns. Show empathy and understanding.

3. Provide Constructive Feedback

• Timely Feedback: Give feedback as soon as possible after the event to address issues promptly.
• Balanced Approach: Combine positive feedback with constructive criticism to encourage and motivate your team members.

4. Foster a Supportive Environment

• Offer Support and Resources: Provide the necessary tools, training, and support to help your team succeed.
• Encourage Growth: Promote a culture of continuous learning and development.

5. Address Issues Early

• Identify Problems Quickly: Be proactive in recognizing issues and addressing them before they escalate.
• Solution-Focused Approach: Focus on finding solutions rather than assigning blame. Work together to develop a plan to improve.

6. Be Fair and Consistent

• Equal Treatment: Apply rules and consequences consistently across all team members.
• Transparency: Be open about your decision-making process to build trust and credibility.

7. Show Empathy and Understanding

• Understand Individual Circumstances: Recognize that personal issues can affect work performance. Show compassion and offer flexibility when needed.
• Support Work-Life Balance: Encourage a healthy work-life balance to reduce stress and burnout.

8. Recognize and Reward Achievements

• Celebrate Successes: Acknowledge and celebrate the achievements of your team members to boost morale and motivation.
• Offer Incentives: Provide incentives and rewards for meeting or exceeding expectations.

9. Lead by Example

• Model Desired Behavior: Demonstrate the behavior and work ethic you expect from your team.
• Admit Mistakes: Show humility by admitting your mistakes and learning from them.

10. Build Trust

• Be Reliable: Follow through on your commitments and promises.
• Show Integrity: Be honest and transparent in your actions and communications.

Compassionate accountability involves maintaining a balance between showing empathy and understanding toward employees while holding them responsible for their tasks and performance. By utilizing these steps, leaders can better balance showing empathy and understanding while still holding people responsible for their actions. It can help build closer relationships and mutual respect while ensuring people follow through on their commitments.

Patty Prosser is Co-Founder and Coaching Practice Leader at The Center for Leadership Excellence.
For more information, please visit our website at www.cleindy.com or contact Patty at 317-727-6464 or at pprosser@cciindy.com.