The Short Guide to Holding Staff Accountable and Making Sure They Deliver, Every Single Time

Introduction: Holding Staff Accountable & Why It Matters

In the course of a conversation, each person involved is accountable for what they say and do. When it comes to staff members, the situation becomes a little more complicated. As a manager, it’s essential to know how to hold your staff accountable to create a successful and productive work environment.
Three factors affect how staff members feel about being held accountable: 
  1. Their perception of the competence of the person holding them accountable
  2. Their belief in the legitimacy of that person’s power
  3. Their perception of whether or not they have an equal opportunity to take action in response. 

In other words, if your employees believe you are qualified and have power over them, but feel like they can do something about what’s happening without any repercussions on their part, then they will be more likely.

Why is Accountability Important?

Accountability is necessary because it helps people do their job correctly. Without accountability, there is no way to be sure that someone is doing the job. Accountability also prevents people from shirking actions because they know that they would suffer consequences if they were found out.
Accountability is vital for organisations and individuals to maintain the quality of work that has been assigned to them. If accountability were not present, then you would not be able to ascertain if the person was doing what was assigned or not. Accountability also ensures that employees are working hard and trying their best at what they are allotted or assigned tasks and avoiding shirking, which can lead organisations into problems in the long run.
Accountability is essential to the well-being of any business. The lack of accountability in the workplace can be detrimental to the company.

What are the Main Reasons for Lack of Accountability?

Lack of accountability is a huge problem in the workplace. This is because people do not want to give up their privileges and hold themselves accountable for their actions.

Some of the main reasons for the lack of accountability are:

Fear of social disapproval: many people may be afraid to be honest, and show vulnerability in front of others, which ultimately prevents them from taking responsibility for their actions.

- Fear of embarrassment: some may find it embarrassing to admit that they did something wrong or did not live up to expectations.

- Personal beliefs: some people might not believe in the idea of holding themselves accountable, which means that they will never take responsibility, even if it means letting someone else get hurt.

How Do You Hold Employees Accountable?

Accountability is essential for employees because it sets the tone of their work ethic.
Employees need to be held accountable for their actions in the workplace. Accountability  is vital for ensuring that behaviours are not only legal but are also ethical. However, holding employees accountable is not always easy. There are many ways of doing this--such as 
  • Be specific on what is the expected outcome, responsibilities and timeframes.
  • Be accessible to the staff so they can ask for help and guidance
  • Have regular meetings to discuss work in progress 
  • Document the work required 
  • Have your staff member convey back to you they are responsible for delivering by when 
  • through the use of a performance management system

Conclusion: Take Charge of Your Team's Accountability And Get The Best Out Of Them

In conclusion, a manager's role is to take charge of their team's accountability and get the best out of their team members. This role requires that a manager should be able to successfully delegate tasks, motivate the team and encourage them to achieve their goals.
To do so, managers must know the different management styles and know which one will work best for them and their employees. In addition, managers need to empower their employees by using two-way communication channels such as 1:1 meetings or feedback discussions.

Want to learn more about how to improve the performance of your team? Then check out my book, How To Grow Tall Poppies, A practical guide to creating a high performance team environment.