When there is no responsibility, it is hard to build a high-performing employee and team.
Stated differently, tasks remain unfinished when individuals fail to assume responsibility for decision-making, problem-solving, and issue resolution.
Taking ownership of one’s own conduct is the definition of accountability according to leadership training. Taking charge and realising that people have the ability to both create and solve problems are key components of this. In this blog, we’ll examine what workplace responsibility looks like, why it’s important, and how to make accountability a core part of your work culture:
- Be a role model and take responsibility for your own actions:
No matter what you have to set the standard for your team’s performance, culture, and tone as a manager. People will take their cue from you. The team will follow your lead if you consistently miss deadlines, are late for meetings, and refuse to take responsibility for your errors.
- Establish group objectives:
Establishing goals is crucial to fostering an accountable culture inside your organisation. It clarifies the goals you two are attempting to accomplish.
But keep in mind that not every objective is created equal. To establish objectives that promote responsibility, they must be quantifiable, explicit, and demanding.
- Start providing feedback:
While it’s not always simple, providing critical feedback is a talent that can be developed. Giving feedback is one of the most crucial tasks a manager performs. Consistently providing constructive criticism also makes difficult criticism much easier to deliver. Also, it lessens the possibility that your direct report will be taken aback by the criticism they are receiving, which could cause them to become even less engaged.
- Establish a two-way feedback culture:
Giving and receiving constructive criticism are equally important aspects of offering good feedback, as is creating a welcoming environment for others to do so. Your team members will begin to disengage if you don’t create an environment where they feel comfortable sharing their opinions and there is a lack of two-way feedback.
- Assume responsibility as a habit:
Feedback will flow more consistently if it is scheduled as a reminder to provide and request input at each meeting. We think that team meetings and one-on-one conversations are excellent ways to develop a habit of accountability.
- Remember your obligations and hold each other responsible:
To hold yourself responsible, be careful to include any promises you make to your direct reports—such as giving them extra feedback—as a future agenda item. Be sure you have a mechanism to check in on the day your employee agrees to provide a work back schedule for a project by a specific date.
Making sure you’re assigning action items during meetings is a simple method to promote an accountable culture, or, if the damage has already been done, remedy a lack of accountability.
- Use a structure for accountability:
Seldom is a lack of accountability deliberate. Frequently, it stems from other issues, such as ambiguous roles and responsibilities.
Being held accountable is almost impossible when there is uncertainty about who is in charge of what. Actually, according to a Gallup poll’s executive leadership coaching, just 50% of workers strongly say they are aware of their responsibilities at work.
All things considered, cultivating an environment of accountability within your team will not only boost morale and output but also provide the freedom and sense of pride that they require to succeed. If you believe that there is a lack of accountability within your team, it’s time for some adjustments!
BeLeader is one of the leadership training companies in Pune that offers comprehensive corporate leadership training that helps in making accountability a core part of your work culture. Connect with us to book a free 20 mins appointment.