Accountability Sucks…Most Of The Time
When you ask a potential hire what they are most looking forward to if offered the job, you probably don’t expect them to answer, “Being held accountable!” Accountability isn’t a concept that sparks feelings of enthusiasm or enjoyment. If anything, we like holding others accountable far more than we like being held accountable ourselves. So, let’s agree that accountability sucks… most of the time.
I say, “most of the time,” because you can ignite positive change in your company by giving employees the power to work independently, and to hold themselves accountable, while opening communication among all levels. If we know the end result of authentic accountability is positive for everyone, then everyone will embrace accountability — possibly in ways previously absent within your organization.
Here are 4 ideas that can foster self-accountability with employees throughout your organization:
1. Set small, realistic, and actionable goals to accomplish each day, for each project.
2. Value your time and maximize productivity to meet personal and team deadlines.
3. Create an organized system for accomplishing projects and prioritizing tasks.
4. Make personal accountability a value adhered to by every department, leader and individual at the company.
The greatest key to fostering a culture of accountability is to open communication among all levels of staff. Most of us are less keen on accountability if we don’t know why we are being held to a standard. We only know the “why” and “what” of such a standard if leadership is transparent in fostering open lines of communication.
5 things we can do today that will make accountability not suck as much in the future:
1. We can give employees a voice when it comes to the company cause, and recognize that employees are more likely to use their voice when working with a cause with which they are passionate.
2. We can encourage employees, especially top-level executives, to lend an ear to staff members at every level. Employees will notice when their ideas are listened to and executed.
3. When another employee reaches out, we can take a moment to offer help and support, even if the question isn’t directly related to your job description.
4. We can build trust by being transparent about what is happening within the company.
5. We can dedicate time to strengthen existing relationships, and form new ones.
When you understand that personal accountability and open communication compound to create a positive and productive company culture, you’ll see that helping your teams bond over a cause can truly make a difference in your business and the world.