5 Proven Strategies To Build a Culture of Accountability in Your Workplace

Every leader wants to see more productivity out of their employees, especially in today’s marketplace. And most leaders say they have tried everything – hiring better employees, paying more for those employees, and providing incentives and perks to get them to engage and want to do more.

Yes, most leaders have tried everything except the one sure thing that research tells us will work. If you want to drive productivity at work, then you need to hold people accountable.

In this post I am going to dive into the how to’s and proven strategies to build a culture of accountability that drives productivity and boosts your employee’s engagement.

What is a Culture of Accountability?

Accountability is the key to success in any organization. Accountability increases trust, employee engagement, morale, talent retention, and ultimately, the most desired result – achievement of goals.

A culture of accountability is one where every team member is committed and takes ownership of both the behaviors and results needed to achieve outcomes and grow the organization.

So, if accountability is so positive, why do so many managers shy away from accountability? According to a CEO STUDY more than 80% of managers struggle to hold team members accountable, and more than 15% cannot let poor performers go. In addition, 60 percent of leaders put off or avoid tough conversations with employees.

Yes, we as a society struggle with the entire idea of accountability. Yet, accountability, especially in uncertain economic times, is the one thing our employees want from us. Why? Because when we hold the team accountable, we tell our team, we are committed to making the organization successful. When we do not hold the team accountable, we signal to the team we are unwilling to do what it takes to ensure the organization succeeds. If you do not care enough to hold the team accountable and make the company successful, why should they?

What Are the Benefits of a Culture of Accountability in the Workplace?

A culture of accountability leads to a wide range benefits in the workplace which include improved performance, trust, and teamwork. Building a culture of accountability among your workforce ensures clear expectations, fosters ownership, and promotes a growth mindset, leading to better decision-making and increased transparency.

This environment contributes to higher employee engagement, a stronger reputation, and greater adaptability, all of which positively impact the overall success of an organization.

How To Create A Culture of Accountability

As a leader, it is not only effective to create a culture of accountability, but it is your number one job. The more you develop an environment where people understand how to succeed, the more your team members will engage, commit, and rise to the occasion.

5 Strategies To Create A Culture of Accountability

1. Set Clear Goals

Accountability begins with understanding what the goals are and the results you want the team to achieve. You have to ensure as a leader you have been clear on these goals, provided focus with these goals, and that you’re not putting too many goals in front of team members. Before a team can be accountable, they need to understand what they are accountable for.

2. Define Expectations

67% of disciplinary issues are not because the employee sets out to fail or slack off. Every member of your team needs to know what your priorities are. If they can only get five things done in a day, what do you want those five things to be?

3. Communicate Rewards and Consequences

You as a leader need to consistently communicate the progress that you see the group and individuals making as it relates to your goals and expectations. For one thing, this helps keep them on track and focused, but more importantly it lets them know you are paying attention. Your team will focus on what you show them you value.

4. Define Qualities and Experience

Hire and promote right. Accountability is about rewarding, promoting, and hiring the people that meet the expectations you are asking them to achieve. Be clear on what a successful person looks like in your organization from a values and experience perspective, and then ensure that only those people move up the corporate ladder.

5. Create Consequences

And last, but not least, have consequences for those not achieving results. If it is a skill issue, then roll up your sleeves and coach them. If it is a discipline issue, then move them off your team. That simple move will do more to create a culture of accountability than anything else you do.

Accountability is critical to the overall success of your organization and keeping your team engaged. Your team wants to invest in you, and by showing them you care enough to hold them accountable, you communicate to them that this is a company and a leader worth investing in.

Once you have a clear vision of your dreams and goals, the next step is to create a plan to achieve them. One effective strategy is to break down your long-term goals into smaller, achievable milestones. For more tips on how to set and achieve your goals, check out our post on An Easier Approach to Goal Setting.
How to Set Goals And Achieve Your Dreams – An Easier Approach to Goal Setting