It is not unusual for business owners to tell me they want more accountability in their organizations.  My first question for them is usually something like “what’s keeping you from holding people accountable?”

 

I know it is easier said than done.  Driving accountability can be more difficult for some people than others.  People are afraid that holding the line on performance and values may be uncomfortable or even make them unlikable.

 

Actually, I think the opposite is true.  A culture where expected results and behaviors are known and followed is freeing.  It removes ambiguity and doubt.  It makes conversations easier.

 

If your company struggles with accountability, ask yourself these questions:

  • Do I tend to avoid difficult conversations about performance and behaviors?
  • Have I set clear goals for the company?
  • Does each team or individual have specific KPIs?
  • Do the metrics we track move us toward our goals?
  • Is there dissonance between our words and our actions?

 

Once you’ve addressed any of the challenges above, you still have work to do.  Driving accountability is part of building culture.  It is not a “one and done” activity.  It takes commitment, dedication, and follow-through from leaders to make accountability a part of a company’s DNA.

According to a Gallup report, only 34% of US employees are actively engaged in their jobs.  Gallup defines “engaged” as “involved in, enthusiastic about and committed to their work and workplace.”

What about the other 66%?  13% are “actively disengaged,” and a whopping 53% are “not engaged” which means they show up and do their work but they aren’t connected to their work or their workplace.

Disengaged employees cost you money.  It is estimated that absenteeism, churn, and lack of motivation – signs of a lack of engagement – cost companies around $500 billion per year.

Writing for Small Business Trends, Victor Snyder, a business coach, says that business leaders should avoid these three things that cause employee disengagement:

  • Poor communication with employees
  • Ignoring your personal brand
  • Failing to develop leaders

If you make an honest assessment of your business, are you creating an environment that fosters engagement?