Accountability can be elusive. It's one of those things that everybody expects from others all the time, but it doesn't always come as expected. From a leader's perspective, accountability remains one of the most important aspects of an individual's and team's ability to produce results. It's universally expected for a reason - things don't work without it. Very often, the difference between an accountable team and an unaccountable team comes down to leadership.
There are some exceptions, where you may find people and teams who won't display a desirable level of accountability no matter who is leading them. But, generally speaking, a leader can make all the difference.
A common misconception about accountability is that it is a purely intrinsic characteristic that can only be displayed if someone "has it in them." The truth is that everyone has the ability to hold themselves accountable. It's a skill that can be taught when expectations are set. As a leader, your role is to bring the best out of your people and tap into the things that will help them be accountable to their goals, the team's goals, and the company's goals.
A high-accountability workplace will have higher morale, better engagement, reduced turnover and a high level of trust. So, let's dive into four critical steps that all leaders can take to build a culture of accountability within their teams!
When you understand your people's dignity, you're going to have most of the work done. If you can lead somebody by honoring and respecting who they are, you can unlock their potential. One of the most critical components of someone's dignity is what motivates them. Are they people-oriented? Task-oriented? What are their main traits? Are they organized? Are they consistent? A born leader? Maybe they're unique and fun, like me!
Whatever their traits may be, your goal is to create a structure that supports them and motivates them based on who they are. Allow your people to work in ways that complement their motivations, and watch the results flow in as accountability becomes less of a chore, and more of a joy.
The feedback loop is where accountability truly flourishes. When you set expectations, the best way that you can ensure they are being met is through consistent check-ins with your people. Giving feedback can be difficult at first, but the data is on your side - 96% of employees agree that regular feedback is a good thing.
With consistent, constructive feedback, there are no surprises. Your people know where they stand and what they should start or stop doing. You have an outlet to understand whether your expectations are being met. In addition, allow your employees room to express any feedback they may have for you as a leader. Many people are reluctant to share their thoughts on their peers and leaders, which leaves lots of valuable information lost on the leaders who need it. Give them a platform to express those thoughts and let them know it's safe.
Don't leave feedback for end-of-year reviews. Don't even let it be quarterly. We find that a monthly cadence of mutual feedback works very well for our employees and those of our clients - try it out!
Show your people that you care about them, and they will show that they care about you.
When you notice someone falling behind on performance or failing to meet the expectations you've set, there's always a reason. Noticing it is the easy part; the hard part comes after. Offer support to them, have a candid one-on-one, and find out what's going on. You might find that they are dealing with something personally or professionally that's getting in their way.
Identify the roadblock and do what you can to alleviate it.
Accountability doesn't happen on its own - it's something that effective leaders actively cultivate. When leaders approach their teams with empathy, consistency and respect, they create an environment where accountability is less of a mandate and more of a shared responsibility. The result? A team that doesn't just meet expectations, but blows them out of the water, with passion and purpose driving every step.
Joe Kiedinger is founder and chief executive officer of Dignify. Contact Joe at joek@dignify.com.