With over five years of experience as a business analyst and workplace culture expert, I have often listened to business leaders complain about the lack of accountability in the workplace.
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Most often when we say that we should hold people accountable, it implies negative consequences rather than rewards. It is high time we looked at accountability from a more positive outlook.
Studies from new business consultants show that businesses that focus on the positive aspects of accountability are more likely to get more results than those that use accountability as a threat.
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Establish A Clear High Standards Of Performance
A high standard of performance should be your utmost consideration if you want to get a high level of accountability from your team. This should be articulated and ensure that they see reasons for such standards. From the word “go”, ensure that you state your expectations to your team. Let them know the importance of the company’s values and standards and how crucial they are to the company’s success so that they can queue in. You must indicate zero compromises for non-negotiable behaviours. For example, Jeff Bezos is a firm believer in setting high standards in the workplace, which is why he demands that teams at Amazon write six-page memos to layout ideas in narratives to be read in silence at the start of a meeting, rather than gliding through quick PowerPoint presentations.
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Create Opportunities For Feedback On Previous Agreements
Another step in ensuring that your team is accountable is to provide regular feedback on execution and results. Engaging in annual performance reviews are not enough to guarantee accountability. It is advisable to engage in monthly, weekly and daily, and even informal feedback on previously agreed agendas to understand the state of things and take timely actions to avoid problems that might thwart the free flow of business operations. Positive feedback should be delivered publicly, but constructive feedback is best delivered in one-on-one sessions.
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Amplify The Positive Consequence Of Accountability
Your team members are well aware of the negative effects of accountability, which includes punishment, sanctions and even dismissal. Therefore as a business leader, amplify the positive implications of accountability. Not only that, ensure that as a business leader, you are a perfect example.
Most often it is rare to see business leaders disclose how people get selected for a quick path to promotion. However, studies have shown that accountable employees are promoted on a steady basis compared to those who aren’t.
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Create An Ownership Culture Among Team Members
Studies have shown that team members who take ownership of projects are always accountable. They identify ways to improve the business process. You can coax team members to collaborate on a single project. Therefore, giving them a sense of belonging within the workplace and a feeling of autonomy. This can cause accountability to be a prevailing culture.
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Build Trust Among Team Members
A culture of accountability can only thrive where there is trust. Therefore, you must create an avenue where team members can collaborate, play, meet, and communicate often. Further, you must ensure that you listen to them more, gain insight into their challenges and offer help. In a pandemic world, communication might prove to be difficult, but occasional zoom meetings where business and non-business issues are discussed can be useful in building the needed trust.
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