How to Make Accountability a Part of Company Culture

Accountability means people are responsible for their actions and behaviors. They’re willing to take the consequences if they didn’t do the right thing. Unfortunately, not all companies have accountability as part of their culture. Some terrible practices keep going since there are no repercussions. You don’t want this environment to flourish at work. Here’s how you can make accountability integral to the company culture.

Lead by example

You’re the leader and people look up to you. If you’ve done something wrong, own up to it. If you failed to reach the goals you’ve set at the beginning, be honest about it. The same applies to the people you’ve vouched for. If they did something wrong, don’t cover up for them. When you’re not a good example, you can’t expect everyone else to follow.

Set goals and deadlines

When you allow your employees to work on whatever they want and whenever they want to finish it, there would be no accountability. You can’t expect timely results. It’s crucial that you set clear goals and have deadlines. You allow your employees to negotiate or compromise, but you can’t let a task drag on forever. If they do and there’s still no consequences, they will procrastinate the next time. Everything will be delayed with this attitude.

Investigate wrongdoings

You might decide to sweep some issues under the rug, especially if they’re serious. For instance, sexual harassment allegations are usually kept a secret due to fears of destroying the brand. Remember that whatever you hide will eventually come out. You can’t keep protecting people, even on the management level, if they have done something wrong. It also doesn’t matter if they’re an asset to the business. Conduct an internal investigation and be transparent about the process. Remove these people from their positions if proven guilty. It doesn’t only help boost your company’s image. It also increases trust in your leadership.

Feedback should be core to the company’s culture

Providing feedback is necessary to improve. Employees won’t learn anything unless they hear your thoughts and act on them. Sure, you can make minor corrections every now and then, but you can’t keep doing it to help your employees. Instead of doing what they’re supposed to do, just tell them your thoughts. If you have negative feedback, say it. As long as it changes behavior, there’s nothing wrong about it. Of course, it has to be constructive. Your employees must learn something after the conversation. It might hurt to hear bad feedback, but it’s a part of the learning process. Eventually, it will be a norm in your company and no one will feel terrible about it. Everything is viewed as a part of the culture- one of growth and excellence.

Accountability is a big word and it requires a lot. You can’t expect changes overnight, but you should do the right thing. You must also be clear to everyone that accountability is at the heart of your company. People who can’t stand it have no place in the business.

Photo Attribution:

1^st and featured image from https://www.greatplacetowork.com/images/company-culture-values-growth-sharlyn-lauby.jpg

2^nd image from https://www.rhythmsystems.com/blog/the-five-cs-of-team-accountability