CULTURE CONNECTIVITY FOR YOUR PURPOSE, PEOPLE AND PROCESSES.
Leaders who are able to transform their company culture understand that accountability delivered in a positive manner creates a trusting, engaged, successful environment for employees. Employees that are given the opportunity to trust each other, collaborate, and are invested in the companies purpose they feel as though they have an important role in the companies success. So how can you tell if your workplace culture is lacking in the accountability realm?
Here are a few indications that you might want to reframe your accountability method:
Employee’s don’t seem happy with their work:
If your employees are not feeling connected to their work causing low morale, it could result in a lack of accountability for your company. This typically stems from a communication issue, whether is it not enough or unclear, it could cause employees to feel disconnected.
To fix this issue, communicate, communicate, communicate! Employees need to know that they are contributing to the company. Allow collaboration and authenticity to shine, and give employees the opportunity to feel heard and respected. Schedule check-ins and evaluations to ensure communication is always flowing. These check-ins will allow employees to communicate their needs, listen to these concerns.
Confusion around priorities and processes:
On a big scale, some employees do not even understand their organization’s mission and purpose. On a smaller scale, project goals and deadlines can sometimes be unclear to your employees. These issues not only create a disconnect between the employee and your organization but also frustration with their actual work if their priorities keep shifting.
The most successful companies are able to define a main purpose for the company, and communicate it effectively with their employees. Leaders of the company should determine a few key objectives for the whole organization and ensure that your employees are not only aware but hold themselves to those standards as well. For project managers, ensure that for every project there are key objectives and deadlines and they are clear and concise. You should also determine to standard to which employees can hold themselves accountable for delivering these results.
Little to no collaboration throughout the company:
A project manager or team leader can understand how their employees are feeling if they are communicating with their employees consistently. If employees tend to seem less invested in their work or are not in collaboration with their teams and peers encourage them with a new sense of responsibility.
It’s likely that the main issue here is that your employees are not connecting with other employees in their everyday work. Ensure that there is consistent feedback and communication about the reasoning behind their work to give them a better sense of contribution to the company.
Low retention rates
If there is a high level of turnover within your organization you can expect an issue with a lack of accountability. These turnover rates result in unclear expectations and confusion between employees and management.
To combat this issue, leaders should communicate clear expectations so employees can assume responsibility, see their results related to the big picture, and work to achieve those goals. By giving your employees a better understanding of their action items, they are able to feel a part of a greater whole.
Low-performance metrics compared to objectives:
If a company has trouble reaching organizational objectives — even on a small, project-based scale — there is likely an issue with workplace accountability.
If there is a discrepancy between the results you want to receive and the actual outcomes that are being produced, allow your employees to rise to the occasion while implementing positive accountability. Rather than taking measures to discipline or react to employees mistakes, recognize employees for what they are doing well, and encourage collaboration to work to achieve the intended results. Build your employees up rather than tearing them down.
Lack of trust between employees and the organization
A lack of trust within a workplace contributes to negative relationships across your company. Employees will likely feel more defensive, unproductive, and unmotivated within the workplace.
When team members and leaders do not deliver as promised, trust between each other is lost. The main lesson here is to stay transparent. Do what you say you are going to do and hold others to the same expectation. If employees are encouraged with positive accountability, and understand that they can be honest about their work, they will likely trust their leaders and perform better in their positions.
Positive accountability is vital to create a company culture that thrives. When you align purpose with an operationalized culture you can create a company culture that employees gravitate toward. For more information on how to take your company culture to the next level, contact us!
Practical steps you can take to make your company culture (and yourself) even better.
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