One of the most common themes in our conversations with CEOs is the frustration they have with the lack of accountability in their organisations. They want people to be more engaged and to take ‘ownership’.
Why? Accountable employees don’t pass the buck or blame others, they push through and find a way to get the job done despite the various obstacles and setbacks.
As a leader, you cannot make your people accountable. Genuine accountability is chosen by your team members when they believe these things:
The work they do matters
People work for money. They work harder for good leaders. They work hardest for a cause.
If every employee truly understands how their role combines with others to bring the mission of the company to life, they’ll be much more inclined to give 100% to their jobs (even when they’re not particularly passionate about the task at hand). When leaders give their employees purpose, higher engagement and satisfaction naturally follow.
They have substantial influence over outcomes
If you are going to hold team members’ accountable for delivering results, be explicit about exactly what results you expect. It can be helpful to involve the employee in the process. When employees feel they’ve helped in setting the goals, a sense of buy-in results. Setting SMART goals, then systematically reviewing progress toward achieving a goal is effective. “What gets measured gets done” If you focus on the most important goals and make them a priority, so will your team.
They are appreciated by their manager
Managers account for 70% of the variance in employee engagement (Gallup).
Great managers consistently engage their teams to achieve outstanding performance. They create environments where employees take responsibility for their own — and their team’s — engagement and build workplaces that are engines of productivity and profitability.
They are empowered
As Bill Gates said, “As we look into the next century, leaders will be those who empower others.” If team members understand their contribution to the bigger picture of the organisation, and connect with the purpose, they will be empowered to make the right decisions. Empowering others involves stepping back as a leader, as team members will only act as empowered as they feel.
So whilst you can’t make people accountable, you can make it a compelling offer. Creating a culture of accountability isn’t easy. It takes time to implement and it involves hard work to maintain. However, a culture of accountability is one of the best ways to ensure high engagement of your employees and success in business.
At Lighthouse, we have a unique and proven method for creating a culture of accountability and ensuring you achieve your 3 year vision to +/-10% accuracy. If you are interested in talking with one of our consultants about how we can help you to do this, then please click the button to the right to get in touch and we will arrange a free consultation, usually valued at $900.