Supervisor Foundations · Lesson 5.7
FOLLOW UP
Accountability requires follow-through.
If a supervisor says:
“We will review this next Friday,”
then never follows up, the employee may conclude that the issue was not important.
Follow-up should determine:
- Has the behavior improved?
- Is support still needed?
- Is the agreed process being used?
- Has the system problem been fixed?
- Is the problem continuing?
Poor
Supervisor gives correction.
Nothing happens for two months.
Then the supervisor suddenly says:
“You have been doing this for months.”
Better
“We agreed two weeks ago that the handover checklist would be used every shift. Let’s review how that has gone.”
WORKPLACE EXAMPLES
EXAMPLE 1
Attendance improves.
BETTER RESPONSE
EXAMPLE 2
Performance improves briefly, then returns to the old pattern.
BETTER RESPONSE
EXAMPLE 3
The supervisor promised additional training but never arranged it.
BETTER RESPONSE
EXAMPLE 4
The employee says the process is still failing because a system problem remains unresolved.
BETTER RESPONSE
Remember
Accountability applies to supervisors too.
Workplace action
Schedule the follow-up before ending the performance conversation.
Quick Check
Why is follow-up important?