Management and Accountability
Accountability means that
team members must answer for their efforts to accomplish an assignment,
task, or goal. Accountability
has consequences which can work in both directions.
On the one hand, it can be used as a justification to punish or
reprimand a team member. Indeed,
if performance is poor team leaders must intervene with some kind of
corrective action. However,
if accountability is only used as a big stick, the work environment may take
on an ethos of fear and anxiety. Employees
who are afraid of failure will be hesitant
to try new things, expand their skills, or work openly and productively
On the other hand,
accountability can be managed to help generate positive results.
If your team members understand that accountability will include
learning and/or skill development possibilities, then corrective action
becomes more constructive than dismantling. Skilled team leaders can
shape accountability to improve employee performance, build capacity,
strengthen commitment, and increase confidence.
for Constructive Accountability
Below are a dozen
performance management principles that team leaders must do to create a
work culture where accountability supports improved performance.
Assign goals that are
doable and within the capacity of your team
Work with team members
to set expectations
Make certain that team
members are crystal clear about your expectations.
Give team members the
authority to accomplish established goals
resources to accomplish set goals
Give assignments that
fit with each team memberís performance capabilities.
Monitor progress and
provide meaningful feedback as the work is being done
your team and model constructive work engagement
Provide training when
When things become
difficult support the team member having difficulties
Recognize and celebrate
Work to create a culture
of interactive support