Accountability
Encourage Employee Accountability
Companies have been struggling to define and improve accountability processes —from annual performance appraisals to routine check-ins with the boss — for decades, and most employees still dread the conversations. (Carucci, 2020)
The fundamental problem with accountability is that it involves more than the process of accounting. The scorekeeping nature of this process builds a negative bias, where leaders reflexively hunt for shortfalls. (Carucci, 2020)
Accountability processes are ways that leaders assess and affirm the contributions of those they lead and the improvements they can make to strengthen their contributions. They include everything from annual performance appraisals to routine check-ins with your boss. Even in the face of deeply flawed formal processes, leaders can ensure that their employees feel their work is honoured while simultaneously embracing opportunities to improve. Three major shifts leaders need to make to ensure that the accountability experience dignifies employees’ work and challenges them to make greater achievements — without making them feel demeaned or insignificant. (Carucci, 2020)
Source:
Carucci, R. (2020). How to Actually Encourage Employee Accountability. Retrieved 1 March 2022, from https://hbr.org/2020/11/how-to-actually-encourage-employee-accountability
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