Building Accountability Into the Culture – Key 1

Key 1 of 4

key1Over the past twenty years, some of the most common complaints I’ve heard from business owners is, “People don’t do what they say they’re going to do!” and, “My staff is completely dependent on me to get their jobs done.” The problem? Lack of clear accountability!

A business is often compared to a game or sport. In both, there is a clearly defined goal you are working toward in a synergistic way. As the business owner or manager, you call the plays for the players to execute.

As we start a new year, I am going to help you create a business environment or “culture” that values accountability so that employees step up to the plate and take ownership. By implementing the information in this four-part series of blog posts, you will gain more time for the important things in your business and for having more fun! This is what creating a culture of accountability can give you.

Key 1- Align staff on a common purpose and motivate them to take actions consistent with that purpose.

  • Clearly communicate to each person his or her roles and responsibilities. In this way, employees know when they are winning the game or when they are falling short of the goal.
  • Create written job descriptions that outline each player’s roles, the specific results for which he or she is accountable, and how to win the game. (For a white paper about writing job descriptions, send Vicki an email at [email protected].)
  • Make the job description specific and measurable when it comes to conditions of fulfillment. Include clear objectives and results that can be measured. The more measurable the description, the clearer and easier it will be for you and your employee to know if his or her performance is on track.
  • Every job description needs three to five key areas of critical focus that drive the success of that position, regardless of who is in the position. The key areas of performance must be clear and transparent to you and your employee. Depending on the position, results can be tracked weekly or monthly.
  • Ask your staff to provide input in writing about the job description. This creates buy-in, which is essential for creating a great team. When you and your employee have agreed on the job descriptions, both of you should sign it.

Accountable employees treat each other and their customers with more respect, deliver better service, and turn customers into raving fans. Start now to build accountability into your structure!

Come back next Monday for Key 2!