Safety Knights

I like to ensure that I have set clear and concise expectations when I am assigning tasks. Short of being a Micro Manager, Allow the allotted time to expire before following up, unless you say you may check in before the due date. I also set reminders in my calendar for follow ups, so I don't miss a timeline that I established. Ensure all parties are informed and engaged to be on the same page if more than one person is involved.
And for large groups with multiple tasks, I have used Plan of actions and Milestones planners, (POAM) to keep track of deliverables through out my government career.

Eisenhower Matrix is a good start.

We have a corrective action plan that we use.

If a non-conformity is found, it is assigned to an owner. If it's a onesie-twosie, it might just be assigned to the are supervisor. If it's systemic it'll be assigned to whomever has oversight over the process.

The parts of the plan are:
1) Root cause analysis. Why did the non-conformity occur?
2) Corrective action. What is going to take place to make sure that this doesn't happen again.
3) Staff training/education plan. How is staff going to be made aware of the corrective action? Note: this isn't simply "retrain in proper PPE procedure". It is "Our PPE procedure was broken, which led to a non-conformity, here are the changes we're making".
4) Date corrective action will begin
5) Any steps that have been taken between discovery and beginning of corrective action plan
6) Dates of project completion (including any intermediate steps)
7) Method for monitoring or follow-up (usually auditing)
8) Frequency of monitoring
9) Measures of effectiveness. How will we know we were successful? For example: 100% compliance with weekly eyewash audits for 8 consecutive weeks.
10) Evidence of sustained compliance. How do we know this keeps working after our weekly audits are complete? For example, quarterly audit reported to safety committee.