One question I often hear is, “How do I make my people more accountable?”
The answer? You can’t.
You can’t make someone take accountability. It isn’t something you can force on someone. It’s a personal decision, a choice that each individual makes. If they don’t want to be accountable, no amount of pressure or coercion will change that. In fact, pushing too hard might have the opposite effect, causing them to disengage even more.
But don’t worry—there are ways to create an environment where accountability thrives. By setting the right foundation, you can guide your team to take ownership and responsibility. Here’s how:
- Are They the Right Person?
As I mentioned, accountability is a choice, and that choice begins with the people you bring into your organisation. The hiring process is where it starts. Make sure the people you bring in align with your company’s values and culture. Once they’re onboard, it’s crucial that they not only understand these values but embody them daily. Accountability is contagious, and you want the right behaviours to spread across your organisation. - Are They in the Right Role?
Having the right people is only part of the equation—they also need to be in the right roles. When someone is doing work that aligns with their strengths and passions, they’re more likely to take ownership. Take the time to understand their unique skills and ambitions. If their role excites them and challenges them to grow, they’ll naturally feel more accountable for their performance. - Is the Vision Clear?
Do your people know where the business is heading? A clear and compelling vision provides direction and meaning. It shows what the company stands for, where it’s going, and what it aims to achieve. When communicated well, a vision inspires and motivates people, helping them see the bigger picture. Make sure your vision is simple, actionable, and something people can rally around. - Do They Have a Purpose?
Once your vision is in place, help your team see their purpose within it. Every person should understand how their work contributes to the overall mission of the company. It’s not just about doing a job—it’s about making an impact. Walk them through how their role connects to the broader goals, and ensure they understand the value they bring to the table. When people feel a sense of purpose, accountability follows naturally. - Do They Know What Success Looks Like?
It’s one thing to inspire accountability, but it’s equally important to define what success looks like. What does “good” mean in the context of their role? Having clear metrics and performance indicators can help employees track their progress and know if they’re on the right path. Regular feedback is crucial here. Whether through team scorecards or 1:1 meetings, consistent communication keeps accountability alive. Additionally, a development plan can keep them focused on both their current responsibilities and future growth.
Growing accountability within your organisation doesn’t happen overnight. It requires deliberate effort to hire the right people, place them in roles that challenge and inspire them, and provide a clear vision and purpose. Add to that consistent communication and clear expectations, and you’ll foster an environment where accountability is not just expected—it’s embraced.
Accountability starts with empowerment. By setting your people up for success, you’re setting your business up for success too.
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