Redefining Systems for Employee Accountability

Organisations often have inter-connected and complex operations and employees are expected to understand the importance of accountability as per their assigned responsibilities. However, where employees are expected to âget the job doneâ, itâs typical to find some doing sub-par work or not being up to date on assigned tasks by the agreed deadlines. Getting most to be accountable for their responsibilities has proved to be challenging for many leaders and this has made it important for organisations to redefine how they approach employee accountability.Weak methods of demanding accountabilityâmicromanaging and consequence-driven instructionsâhave contributed to a huge disconnect in the workplace, leading to a steady decline in employee engagement in recent times. Since accountability is critical to successful work outcomes, how can workplace leaders foster trust and make accountability less dreadful for employees?In this article, we exploreâwhat is employee accountability, examples, weak accountability systems and win-win approaches to achieving workplace accountability.
What is employee accountability?
In a work setting, the employee accountability definition describes the approach used to identify who is responsible for what, and the obligation of such individuals to report back on the deliverables to the appropriate person. It involves the process of evaluating, assessing, and affirming the contribution of employees on assigned responsibilities by addressing challenges and giving feedback on how the work could be improved.Ideally, employees are to give updates on existing tasks and receive appraisal on current performance and next steps from their direct reports. However, accountability isnât always vertical or hierarchical. It may be horizontal, such that it can exist between colleagues. For instance, a person who is part of a team will be accountable to give updates on their deliverables to the team members. It makes the job quicker and easy to spot challenges that could clog the teamâs progress.Employee accountability in the workplace thrives on a sense of personal accountability. Each person must understand their roles in the internal processesâhow not meeting up can create problems for others and recognise their ability to fix whatever problem they might have created.
The problem with weak accountability systems
Organisations use various methods to monitor employees, as a means to enforce accountability in the workplace. The demand for employee monitoring tools also doubled after the pandemic. While productivity tracking toolsâbiometrics, screen time and retina monitors and performance-based metricsâmay seem to provide some productivity benefits, theyâve not been the perfect solution to encourage accountability amongst employees.Over time, these systems have connoted forced compliance and a lack of employer-employee trust. Eventually, employees begin to feel less responsible for their actions and tend to break rules. Many workplace leaders agree that they find holding others accountable challenging. This implies that whatever methods have been previously applied in enforcing accountability have proved ineffective. Managers must understand that employees are real people with unique experiences on the job and trying to coerce them into being accountable using some automated methods will only compound the problems.Weak accountability systems must be abandoned for a newer, different approach. In a survey, as high as 70% of respondents agreed that their managers arenât objective in their performance evaluation. This means thereâs a gap between expectation and performance. This accountability gap puts a workplace at a high risk of job turnover and can lead to a lack of job satisfaction among employees.Does that mean employers should disregard demanding accountability from employees? Absolutely not. Where a lack of accountability exists, it breeds an air of negatives that can affect the work culture. Some of the effects of a lack of accountability include:
- Low employee engagement
- Confusion about team priorities
- Diminishing trust levels
- High turnover
- Lack of employee confidence
- Failure in meeting set goals
Defining a newer approach to accountability
In light of the problems that a lack of accountability breeds, thereâs a need to define a newer approach to fostering employee accountability. Employees are motivated to give it all in an environment where their views are respected and their creativity is appreciated. Here are ways millennials work leaders can improve workplace accountability without breaching employee trust.
Determine goals and deadlines together:
If expectations are not clear, itâs hard to expect employees to be accountable. Determine the goals and the set objectives required to achieve them. The best way to do this is to agree on what the deliverables are and the timelines to deliver them, together. This way, everyone is clear on whatâs expected of them, the frequency of progress updates and the required outcomes. Using mnemonics can also make it easier to recollect agreed goals and the timelines set to achieve them.
Stay true to your values:
As an employee or manager, youâre at the frontline and your direct reports take the cue from how you choose to handle situations. If youâre likely to act differently from what you say, you can expect that theyâre bound to take you less seriously over time. Also, the level of trust diminishes and subconsciously it becomes difficult to stay accountable to you. The best way to stay true to your values is to align your actions to them and the identity youâre projecting. As much as you expect your employees to stay accountable to you, you also have an obligation to be accountable at work if need be. They need to know when thereâs a change of plans that will affect the agreed timeline and you have to be open about why it had to be.
Share feedback with empathy:
Your approach to feedback is very important as it can affect your team membersâ morale significantly. You must acknowledge the effort that they put into the work while giving feedback on whatever aspect needs to be improved upon. Once the atmosphere allows employees to explore their creative side in problem-solving, youâre bound to have employees who are excited to be accountable and happy to share their process each step of the way.This deepens the sense of connection between managers and colleagues and promotes a sense of psychological safety where employees can share their views without fear of being judged. Be ready to separate employeesâ personalities from the mistakes they make on the job while addressing them with utmost patience and grace.
Invest in employee training and coaching:
Accountability is an offshoot of employee engagement. This can be bolstered by investing in employee training and coaching. Training is important to equip employees to function optimally in their roles and contribute to overall organisational growth.Personalised coaching for workplace leaders and employees also helps to build a thriving workplace. Leaders are equipped with the needed interpersonal skills to effectively manage and relate with subordinates, in a way that fosters trust and mutual respect. Employees are also coached based on a behavioural framework that equips them to thrive in their jobs. They learn to relate with other employees with dignity and develop an outlook on the job that prioritises and understands the need for accountability at work.
Focus on the big picture, be ready to solve not blame:
From time to time, employees may run into challenges that make you or them doubt their competence. This is not the time to throw around blame in a way that shames the individual or speaks in harsh tones. Analyse the problem to find where it fell short of the desired goal, and ask your employees how theyâll prefer to fix the problem to get things back on track. Once the big picture is in sight, people are less concerned about hiding their shortcomings. Rather, they are confident in owning up to it and willing to remedy it in the best way possible.
What are some employee accountability examples?
Accountability expectations vary in different organisations, but here are some common examples to work with.
- Willingness to own up to fault when it could easily be blamed on someone else.
- Showing up early and prepared for meetings shows you respect the time of others.
- Readiness to speak up on challenges and task blockers.
- Taking practical steps to think of ways to fix problems before tabling them before your colleagues or team leads to fix them.
- Readiness to help and go the extra mile when subordinates report challenges.
- Not personalising criticism when giving or receiving it. Criticism should be constructive and applicable to achieve the desired outcome.
Final wordsâ¦
Itâs not enough to expect employees to be accountable, employers must go the extra mile to ensure that employees feel connected to the âwhyâ of the organisation. This breeds âa sense of connectednessâ where everyone sees their roles as valuable and understand how their contribution helps to achieve the organisational goal. Managers and leaders must seek to replace automated approaches to monitoring employees with more humane approaches that help them to feel psychologically safe enough to be accountable. Where previous methods have already created disconnect and distrust, investing in coaching for leaders and employees can help to address the issues and improve accountability.
FAQ
At CoachHub, we believe in the power of aligning individual growth with organisational objectives. Our dedicated coaches work closely with coachees to ensure that their growth plans are directly linked to your company's overarching goals. This includes addressing specific leadership development needs within different departments or teams, and recognising that each area may have unique challenges and requirements.
To achieve this alignment, we collaborate closely with our clients and their senior leaders, taking the time to understand their organisation's specific challenges, objectives, and organisational culture well. By gaining deep insights into your company's dynamics, we can tailor coaching plans that address the specific needs of different teams and individuals.
Our approach is highly customised and adaptable. We recognise that each coachee has unique requirements, and we leverage our expertise to develop coaching plans that are relevant and effective for all participants, regardless of their role or level within the organisation. Whether it's helping to develop leaders, retain talent, improve leadership skills of middle management, or support C-suite executives, our coaching programs are designed to cater to diverse needs and ensure maximum impact.
By aligning growth plans with your company's objectives, we create a cohesive approach that enhances overall organisational success. Our coaches help coachees identify areas for improvement, set meaningful goals, and develop actionable strategies to bridge the gap between their current competencies and the desired leadership abilities. This alignment not only facilitates personal and professional growth but also contributes to the long-term success of your organisation.
With CoachHub, you can be confident that our coaching programs are tailored to address the specific leadership development efforts within your organisation. By collaborating closely with our clients, we ensure that our coaching plans are relevant, effective, and aligned with your company's objectives, driving growth and excellence across all departments and levels.
At CoachHub, we understand the importance of scalability when it comes to your leadership development program. That's why our programs are thoughtfully designed to accommodate a large number of participants simultaneously, ensuring that organisations of all sizes can benefit from our services. Whether you have a small team or a global workforce, our coaching platform is equipped to handle the scale.
With our advanced digital coaching platform, we bring high-quality coaching directly to employees all over the world. The beauty of our online sessions is that participants can access them from anywhere, at any time. This flexibility empowers employees to engage in coaching without geographical constraints or time zone limitations. Whether they're working from home, travelling for business, or stationed in a different country, our platform ensures that they can easily connect with their coach and participate in sessions at their convenience.
The digital nature of our coaching platform also means that participants can enjoy a consistent and seamless coaching experience, regardless of their location. Through video calls, instant messaging, and other interactive tools, our platform fosters a sense of connection and engagement between the coaches and participants. This virtual environment not only saves time and resources but also allows for regular and ongoing coaching support without the need for in-person meetings.
By leveraging the power of technology, our scalable coaching programs break down barriers and provide accessible coaching solutions to organisations and individuals around the globe. Whether it's a small team or a multinational corporation, our platform ensures that every participant can benefit from high-quality coaching, anytime and anywhere.
Absolutely! CoachHub's leadership development program is designed to seamlessly integrate with your existing talent development and performance management initiatives. We understand that every company has its own unique needs and goals, and that's why our coaching sessions are completely tailored to meet those requirements. Whether you're looking to strengthen leadership skills, foster personal growth, or achieve organisational success, our program aligns perfectly with your company's specific objectives.
By customising our coaching sessions, we ensure that each individual receives the guidance and support they need to thrive. We take the time to understand their strengths, challenges, and aspirations, and then craft a coaching experience that caters to their personal growth journey. This way, we can provide targeted development opportunities that directly contribute to their success within your organisation.
When you integrate our program with your leadership development efforts and performance management initiatives, you create a powerful synergy. Our tailored approach complements and reinforces your existing efforts, allowing you to build a comprehensive framework for maximising the potential of your workforce. Together, we can create an environment where employees are motivated, empowered, and equipped with the skills they need to excel.
So, rest assured that with CoachHub's leadership development program, you can easily integrate coaching into your existing initiatives and achieve remarkable results that align with your company's requirements.