Comment by convolvatron

honest face to face, real human discussion. actual management and creative problem solving. why is this person not doing well, maybe I can engage them in discussion and tease out some hints without putting them on the defensive. maybe I can pair them with someone who knows exactly what needs to be done, and get their take. maybe look for try putting them in another role with less long term planning. the list goes on. and when you've invested enough energy and been repeatedly disappointed, move them along.

what repeatedly fails is 'systems' - scores, infantile task management systems and other easy answers to what is a very difficult and nuanced job.

just the word 'accountable' implies to me that you're looking at this from the wrong perspective. if you're a first-line manager, and don't have a pretty clear picture about your ICs contributions, skills, and weaknesses...you're not even close to doing your job.