Accountability Without Damage By Mike Kotsis
Many business and ministry leaders have worked hard to build their company and ministry culture, only to realize that they’ve created a culture without accountability. There’s a healthy work/life balance and employees enjoy being together, but productivity isn’t as strong as it should be and no one seems to be on the same page.
Many leaders are afraid of being “the heavy” and ruining company culture by suddenly holding employees accountable for their work. How can you create accountability throughout your organization without damaging morale?
Here are five ways to develop a healthy culture of accountability that your team will be grateful for.
1) Put the Right People in the Right Seat
Creating a culture of accountability starts with hiring people who want to be held accountable, and are the right fit for their position at the company/ organization. It becomes very difficult to hold people accountable if they aren’t in the right seat, even if they’re the right kind of person. Being in the wrong seat means you’re spending too many resources on activity – and the failure to perform will only damage company/ ministry culture as their work will affect others on their team.
2) Fix Issues, Not People
When you introduce accountability into your organization, it’s likely that many of your people will feel vulnerable. They may naturally adopt a defensive stance to everyday accountability.
To help team members feel safe and protect your culture, be sure that accountability addresses issues, not people. Talk about measureables and deliverables. If an expectation isn’t met, focus on solving the issue, not fixing (or criticizing) the person.
When the focus is on the roadblock, your team members will feel free to resolve issues with ownership.
3) Avoid Penalties
If someone doesn’t meet expectations, don’t penalize. Instead, assume the best about the team member’s commitment and focus on solving the issue. Only in cases when it’s clear that the employee is the wrong person or in the wrong seat should you explore penalties.
4) Communicate Purpose
Culture without accountability can’t last, because employees want accountability for themselves and for their coworkers. When it’s common to drop the ball, it affects morale.
When you implement accountability across your organization, communicate a vision for it. Help your people to realize that accountability helps feed your culture, not kill it.
5) Communicate Like You
If your company culture is loose and fun-loving, keeping people accountable doesn’t have to be stiff and formal. You might be using a new process, but you can make it fit your company’s personality. Communicate expectations and give feedback the way that fits your business best.