Build a Culture of Accountability

In today’s fiercely competitive job market, clear guidelines for healthy accountability are a must. Employers who allow the display of toxic behaviors — such as blaming and finger-pointing — risk driving talent out the door. While building a robust culture of accountability can take time, the effort can pay off for both your company and your workforce. Here are some steps to get started:

• Set an example: Leaders should set the tone for what personal accountability looks like by acknowledging the issue, taking responsibility, making the right decisions, and finding a resolution. According to a Partners In Leadership study on workplace accountability, 91 percent of respondents include accountability as a top leadership development need.

• Communicate expectations: Be specific about what’s expected of employees, within the context of their individual roles and within the organization overall. By clearly defining expectations, you’ll have a team that’s not only better informed and prepared, but also more cohesive and committed. According to a 2017 Gallup study, employees who strongly agree that their manager holds them accountable for their performance goals are 3.6 times more likely to be engaged in their work.

• Provide clear and timely feedback: Offer regular feedback, coaching and performance discussions to keep employees informed on how they’re doing. Review adjustments needed and show your dedication to their ongoing learning and development.

• Recognize and reward positive behavior: Publicly acknowledge and thank employees who demonstrate accountability. Showcase their positive examples both internally on your company platforms and externally via social media. Show appreciation to those who personally take responsibility for their mistakes or shortfalls and take initiative to correct them.

• Discourage negative behavior: Counsel employees exhibiting behaviors that undermine a culture of accountability. Share why actions such as finger-pointing, blaming, excusing or shaming are unacceptable, and work with them on what appropriate words and behavior look like. Make it clear that ducking responsibility for one's own actions or one's part in the team's performance is not the way to succeed.

• Ask for formal and informal feedback: Ensure employees know that they are an important part of shaping an accountable workplace and that you care about what they think. Provide communication channels for them to ask questions, share feedback, seek assistance and obtain support.

Embedding accountability in your organization’s culture won’t happen overnight. It takes time, determination, consistency and follow-through to shape a culture of healthy accountability, but the result — for your company and for the people who work there — is well worth the effort.