While there are a number of professional attributes that can help aspiring professionals find success, one of the most important attributes to have as a professional is accountability. Every business owner and manager strives to fill out their staff with the most accountable employees possible. Understanding how challenging to find naturally accountable employees can be, applicants should prioritize ways to become more accountable and display that within the interview process. Professionals with a sense of heightened accountability contribute positively to any organization’s bottom line, all while providing these professionals with more chances for advancement.
While managers would of course prefer to bring strictly accountable professionals to round out their teams, often times they’re left with having to instill these values in their existing employees. Unfortunately, recent research indicates that they’ve had quite a bit of trouble doing so. Four in every five managers report a limited ability of holding their staff accountable successfully. The impact this has on employees cannot be understated, with nearly nine in ten of them reporting their organizations should reconsider the current ways in place to hold troubling employees more accountable.
As it would seem, there’s nothing easy about establishing a culture of accountability within any organization. Even with having the most accountable executive and managerial staff, some employees may never buy into the culture. While it’s imperative that those within these power positions in an organization are willing to take blame for their mistakes and serve as a good role model for openly communicating about their mistakes, it will take convincing every level of an organization to begin acting upon this company culture before anything truly sticks. When this is accomplished, true accountability can be established throughout an organization.
Establishing this company culture is made possible through clear goals and expectations of every level of an organization. When employees understand these expectations, they’re more likely to adapt and begin working toward fulfilling these responsibilities for the sake of their organization. Sometimes it may require managers and executives opening up their doors for conversations with these employees before they’re truly able to devote themselves to the organization. Employees seeing that upper level management are willing to have these conversations lets them know they’re being appreciated, which truly contributes to their willingness to buy into the company culture.
Struggling to believe that your organization can truly shift into a culture of accountability? Without the ability to make genuine connections with executives and employees through open feedback, countless organizations will struggle trying to bring about a change within their operations. For more strategies and tips to help your organization make a culture shift, take a minute to check out the infographic paired alongside this post. Courtesy of Minute7.
