Tips on Increasing Employee Accountability
Employee accountability is defined as the responsibility of employees to carry out the tasks assigned to them, to perform the duties required by their work and to fulfil or pursue the objectives of the organisation.
Accountability at work is important to a business’s success as a whole. Every employee, no matter what level of seniority is equally responsible for aiding in the success of the company. In order to achieve the goals of the company, long and short term, it is important that all people within the company work together and share accountability. Employees who work together towards the same overall goal help their workplace to become more accountable, in turn make the business more productive and efficient.
How to Increase Employee Accountability at Work
SMART Goals
A great way to foster accountability in the workplace is to have your employees set SMART goals for themselves. Having goals that meet these criteria will allow your employees to feel more able in the work they are doing. It is a way for them to measure their own productivity.
Prioritisation
One reason why employee accountability dwindles, is because employees struggle to balance tasks and goals and eventually become overwhelmed and unable to complete their tasks on time. As a manager of a business, it is important to help your employees prioritise their responsibilities in relation to your company’s overall goals.
Monitor Progress
Monitoring your employees’ progress will help motivate them to be more productive and accountable. It is only natural that when we know someone is watching our progress that we will try to perform to our best abilities. Along with monitoring employee progress, it is equally important to share progress reports with them so they may learn what areas need more attention and what areas they are excelling in.
Establish a culture of empowerment and trust
Freedom at work is imperative, especially as the post-millennial generations begins to play a bigger role in the workforce. As such, empowering your employees to take control of their schedules is a small, powerful way to enhance accountability (and happiness!). This is no small task. Giving your team the ability to take charge of their own schedule demands a level of trust.
Make consequences and rewards clear
While you don’t want to be domineering in your approach to management, it’s important your employees understand the consequences associated with the completion or incompletion of certain tasks.
Clearly establishing employee expectations and the response to your team surpassing or failing to meet those expectations is fundamental in establishing accountability. When everyone has a clear understanding of expectations, everyone benefits.
Establish collective values and objectives
If mission statements and core values seem nauseating to you, it’s probably because of their ubiquity. Every organisation has them these days, and for good reason: they’re vital to success. Come up with a set of systemic objectives that you want every member of your team or organisation to prioritise.
Provide performance feedback early and often
It’s vital to provide your employees with frequent, actionable feedback-both positive and negative.
The dual benefit of regular feedback is obvious.
On the one hand, your employee will continuously gain a better understanding of how to be better at her job. On the other, the constant contact she gets with her superior strengthens her sense of being valued within the workplace.
Get (a little more) casual
There is a fine line between a business interaction and a personal interaction; but it’s a line you should be comfortable toeing. Take a more humane approach to your relationships with employees.
Removing the obligation to uphold the utmost decorum at work does two things; it makes the workplace pleasant, and it makes it easier to be open and honest with your employees without devolving into an awkward conversation.
Formal meetings can cause undue stress on some people; feeling as though you’re being reprimanded is more likely to result in shutting down than opening up. You want your employee to leave an interaction feeling rejuvenated and ready to take personal accountability over their own projects.
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Culled from: TimeWellScheduled.
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