How do you foster accountability in the workplace?
Accountability is a crucial element of every high-functioning workplace.
Accountability in the workplace has a clear correlation with higher
performance, and research by the US Office of Personnel Management has
also indicated that it leads to heightened capability, increased
dedication to the role, boosted morale, and higher levels of workplace
satisfaction. Accountability also fosters innovation as staff members
become more invested in the company going forward.
We see that, Accountability is crucial to the efficiency and accuracy of the work
produced by employees. If employees aren’t held accountable for late
work, lack of punctuality, or incomplete projects, you send the message
that these occurrences aren’t so important, even though they truly are.
Furthermore, it helps to ensure that all staff members are pulling their
weight, and not relying on others to pick up the slack. In a Harvard Business Review Article on
the topic of accountability at work, Thomas Ricks states that it is
actually unfair on employees if management does not keep all staff
accountable. This creates an environment where slackness thrives, and a
handful of hardworking employees will have to carry the weight of the
large number of unreliable ones.
There are a number of steps you can take in order to encourage accountability in your workplace.
1. Make it a value
Accountability needs to be integrated into your workplace’s everyday
operations. Explicitly bring up the concept in team meetings, encourage
staff to share their ideas about it, and come to a common definition of
what it means in your workplace. However, it needs to be more than a
common definition. Accountability must become an organisation-wide goal,
with consequences for when it is or isn’t met. It is terrible for
office morale if there are one of two consistently low performers who
never face repercussions.
2. Define goals
Setting goals for each department or team – broken down to each
employee – is one of the easiest ways for accountability to flourish.
Goals with visible or tangible metrics will work best. This will set a
very clear outline of what is expected from each employee. Personalised
goals are especially important in team work as they highlight just how
important each employee is to the whole project’s completion. If one
team member doesn’t pull their weight, it will become blatantly obvious
as other team members will not be able to complete their tasks. Also
important in goal-setting is outlining what is not a priority.
Overwhelming employees with too many tasks is a sure-fire way to reduce
productivity and accountability. Ensure the goals set are realistic.
3. Highlight key metrics
Showing your employees the metrics of their performance is a great
way to encourage accountability. Highlighting these metrics ensures that
each employee will have to engage with the outcomes of their work.
Sharing the outcomes of each goal set is a really effective way to
validate commitment as well as communicate a clear outline of what is
expected. Furthermore, highlighting figures encourages a little healthy
competition. Accomplishing a goal and being recognised for doing so is a
great feeling for an employee. Acknowledgement that you didn’t reach
your goal this time around will incite the need for harder work next
time around.
4. Include everyone in accountability
This goes hand-in-hand with setting individual goals. It is very easy
for employees to assume that the team goal is the responsibility of the
project or team leader. However, we know this isn’t the case. It’s
important that each employee is aware that their contribution is both
highly important, and valued. Furthermore, employees should be
encouraged to speak up when another employee isn’t pulling their weight.
5. Create an environment of support and trust
When trust in absent in the workplace, employees focus on who is at
fault when a problem arises, as opposed to crafting a solution. In a low
trust environment, employees dread accountability as they worry about
the consequences of their mistakes. In a high-trust environment,
employees will try their hardest, stay accountable, and will be
confident that they can rectify the issue with the help of their team. A
high trust environment flourishes when managers provide praise when it
is earnt and build their teams’ confidence.
6. Implement tools
There are many tools on the market that help you to keep your employees accountable. Roubler, for example, allows you to generate a report of key performance metrics to
examine who is, and isn’t, getting their work done efficiently. Not
only will this allow you to better track the progress of projects, but
employees are more likely to buckle down and get working when they know
how easy it is to check up on their work.
Workplaces thrive with accountability – employee turnover is lowered,
teams function more efficiently, and innovation flourishes. Following
these steps will help to foster and encourage accountability in the
workplace!
source: roubler.com
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