BUSINESS: CREATING A CULTURE OF ACCOUNTABILITY
Are you among
the individuals that believe accountability is an odd concept? It has been
defined as having the responsibility and authority to act and fully accept
the natural and logical consequences for the results of one’s actions.
Personal
accountability is an admirable trait that everyone should strive to attain. But
as an entrepreneur, it is essential to create a culture of accountability for your
employees and your business as a whole.
While some may
attach a negative air to the word accountability, research indicates that
holding people accountable for their results has very positive effects: greater
accuracy of work, better response to role obligations, more vigilant problem
solving, better decision making, more cooperation with co-workers and higher
team satisfaction.
In this
article, we will be looking at creating a culture of accountability using six
simply S-I-M-P-L-E tips that will bring about a firm foundation for accountability in
your business.
Set
expectations
It is
important to set firm, clear and concise expectations for your business.
Accountability will not grow where you and your employees are unsure of the
purpose and vision of your business. Employees need to know what is expected of
them before they in turn can be expected to be held accountable.
You can set
expectations by:
- Clearly communicating the business
mission and vision.
- Emphasizing the urgency
and importance of whatever task you have assigned.
- Laying out the standards
that will be upheld throughout the process. Be specific regarding end
results, time frames and expected levels of effort.
- Clearly and explicitly
defining each member’s role and responsibilities.
The clearer
initial goals and expectations are, the less time will be spend arguing when any
employee is held accountable because of ambiguous initial goals.
Invite Commitment
Although you
may make these initial conditions and goals clear, it is important to have the employees
commit to these standards and expectations. Work with them to make sure that
everyone commits to their role, understanding how it will benefit both the business
and the employees. Be sure to put it in writing, too. This will give the
commitment a physical representation that cannot be debated.
Accountability
grows when this connection is made, and is enhanced when everyone is aware of
the commitment. And where employees are further motivated to accomplish their
tasks, they readily welcome you holding them accountable for their actions or
lack thereof.
Measure
progress
Measure the
progress of employees in alignment with the goals and expectations set out at
the beginning. Goals can only be measured when they are quantified. Compare the
measured expected results to the goals to find out where employees need the most
improvement.
Provide
feedback
After setting
clear expectations, committing to set goals, and measuring progress, it is
important to provide feedback to team members so that there can be
improvement towards the overall goal. When creating a culture of accountability,
make sure that the feedback that you do give highlights both the positive
things (accomplishments) and the areas where employees can improve.
Here are two
tips to give the best feedback possible:
- Talk about the work and behaviour, not the person.
- Work with employee to
improve the situation.
Link
to consequences
Not all people
are driven by internal motivating factors. So, in creating a culture of
accountability, it is important to emphasize the link to consequences, whether
as a ‘whip’ behind the employees to drive them forward, or as a carrot for them
to chase. As a business owner, it is important to assess and realize which type
of motivation different people may need.
Evaluate
effectiveness
Not all methods
of operation are effective. Waiting until the end of the process or project to
evaluate the effectiveness can severely affect the potential of your employees
and the business as a whole. Step aside and assess the plan from time to time
and evaluate the effectiveness of each component, good and bad, in relation to
the goal and mission.
Creating a
culture of accountability does not end with evaluating effectiveness, and it is
not established by going through this process one time. Once you take stock in
the efficiency of the process and team, use the information you have gained to
improve the process moving forward.
When assigning
a task, make sure that at the end of the day, a single person is responsible
for its completion. It is acceptable to have a team helping to get it
done, but when something goes wrong that person is the only one accountable.
This eliminates confusion and opportunities to blame someone else.
What have you
done to create or promote a culture of accountability in your business? Share
those tips below!
Also read: Beating your Competitor, Profit and Loss Analysis, Signs of a Dying Business, Time Wasters at Work, Business Survival Tips and How to Increase your Business Productivity.
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