How to Create a Culture of Accountability in the Workplace
Are you tired of hearing blaming and complaining at work regarding tasks that do not get done?
To-do's that stay on the to-do list... even after someone commits to them? This may be a sign that you have a lack of accountability within your organization.
Creating a culture of accountability in the workplace is essential for fostering a positive and high performing environment. Here are a few steps that can help you get started on establishing a culture of accountability.
Set clear expectations
Brené Brown speaks about how clear is kind. This is especially true in a workplace that lacks accountability. Ensure that all employees have a clear understanding of their roles, responsibilities, and performance expectations. Clearly communicate goals, targets and deadlines, and make sure everyone is aligned and on the same page regarding what needs to be accomplished.
Walk the walk and lead by example
Accountability starts at the top. Leaders and managers should exemplify the behavior they expect from their employees. Holding yourself accountable for your own actions, admitting your own mistakes when they happen, and demonstrating A commitment to personal growth and improvement will strengthen the team overall and show your commitment for the importance of accountability in action.
Encourage healthy tension and open communication
Foster a workplace culture where open and honest communication equals healthy tension and is valued. Encourage employees to share their own unique ideas, concerns, and feedback without fear of retribution.
Establish clear consequences
Make it known amongst all that there are consequences for failing to meet expectations or not taking responsibility for ones actions. Create a fair and consistent system for addressing performance issues and provide constructive feedback when necessary. Ensure that rewards and recognition are also tied to accountability and achievement of tasks.
Regularly review and evaluate performance
I like to use the 5/5/5 conversation quarterly which is part of Gino Wickman's EOS system. This is a quarterly 15 minute conversation where you identify 5 minutes regarding the core values and how the employee has been performing through them, 5 minutes of how they are doing what their goals and the support they may need, and 5 minutes of feedback and action steps to set them up for success in the future or identify any breakdowns.
Address accountability issues promptly
When accountability problems arise address them promptly and directly. Engage in one-on-one conversations with employees to understand the reasons behind their behavior, provide guidance, and support their growth period ignoring your or avoiding accountability issues can lead to toxic work environment and further erosion of trust amongst team members.
Embrace learning, celebrate success, and learned from failure
I like to call this fail forward. Celebrate individual and team success to reinforce a culture of accountability and achievement. Equally important is to encourage each other to learn from things that do not work and to embrace failing forward. Rather than focusing on blame, use failure as opportunity for improvement. Foster an environment that embraces mistakes and works together to find solutions.
Creating a culture of accountability takes time and effort, but the benefits are far reaching. Accountability will enhance employee engagement, improve performance, and contribute to a positive and thriving work environment.
I’m Krista Ryan
My job is to help you learn a little, laugh a lot, and get clear on action steps for your success.
It may have taken a life changing event to shake me awake and decide I no longer wanted to live a comfortable life… I wanted to embrace the discomfort and live a life of courage and intention.
Connect with me:
