Accountability in the Workplace
What You Can Do to Promote a Culture of Personal Accountability
Key idea: If you expect others to be accountable, then you need to begin by setting and meeting those standards yourself.
Having to hold people accountable for their successes and failures is one of the more challenging responsibilities of being a leader. Oftentimes, managers, supervisors, and team leaders are reluctant to approach an employee whose performance doesn’t meet set standards. Research reported by HRDive indicated that “82% of respondents admitted that they have ‘limited to no’ ability to hold others accountable successfully.” Furthermore, 91% of respondents believed “improving the ability to hold others accountable in an effective way” should be made a primary goal within their organizations.
In this Silver Dollar episode of Stay Paid, we talk about the challenges leaders, managers, and supervisors face when they try to hold members of their teams accountable for meeting certain standards. But we don’t stop there. We also discuss:
- What can be done to promote a culture of accountability, which starts with setting and meeting high standards of performance for yourself.
- The benefits of measuring performance against your organization’s mission, vision, and values.
- A process to drive accountability that involves defining, communicating, assessing, and following through in ways that promote achievement and correct deficiencies.
We hope you enjoy this episode and act on the advice Luke offers at the end. We’d also appreciate it if you took a moment to leave us a 5-star review and comment on Apple Podcasts. (We read them on air!) Thanks for listening!
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Radical Candor: Be a Kick-Ass Boss Without Losing Your Humanity (Fully Revised & Updated Edition) by Kim Scott
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