Leaders and mangers know the value of accountability. In a competitive job market, accountability is becoming a trait all employers are looking for. Employees who go above and beyond, show initiative and own their projects are the ones being sought out to fill positions. But can these core traits be taught? Forbes says yes and it is largely due to the leaders and executives within the organizations. But how exactly you do pass that on the accountability trait to employees? If you have been selected for the task of building an accountability driven culture at your organization, here are a few tips to help you get started.
Set clear expectations.
Making sure your employees know what do and how to do it is only the beginning. It is imperative to set expectations for deadlines, quality of work and consequences as these are key factors in creating an accountability driven culture at any organization. As a leader, knowing what your expectations are before informing your team helps convey them in a clear manner. Sounds simple enough right? Often the devil is in the details. Engage employees with a specific conversation to make sure you both can clearly state the work out expected, timing and consequences. When employees know what they are responsible for they can really take ownership and accountability for their individual and team project.
Set SMART goals.
Goals have a much greater chance of being met when they are laid out in detail and there is no ambiguity about any of its aspects. Using the SMART method (Specific, Measurable, Attainable, Realistic, Timely) can avoid any confusion during a particular project and can lead to a successful end result.
The employees who feel capable and are confident in their skills are the ones who can take accountability for their work. Using a recognition program can benefit your team twofold; unearthing the bigger strategy behind the project or work and if a monetary reward is part of the program, by enticing them to work harder even if they aren’t “bought in for the greater good”. Encourage employees to strive for a higher level of work by showing them that their actions are moving the business forward and share the fruits of their labor with them.
Be the role model.
A leader, especially in the business world, sets the standards of work with their actions. Daniel Crosby, a corporate psychologist and leadership consultant says, “I’ve seen resentment build when the leaders aren’t doing anything.” Having a leader that works along side their employees can increase and keep up motivation, morale and accountability at the office.
What tips have you seen work and which would you apply at your next position?
The talent acquisition team at Menlo Partners Staffing is happy to answer your questions about recruiting, temporary staffing, and workforce management. Contact our office today, Menlo Partners Staffing, a Redwood City based temp agency at (650)752-6193.
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