Tweet

Q: How can I make my employees accountable?

Written by: Brandon O'Dell

Article Overview: Accountability, the "A" word. Many employee issues find their root in accountability, or more specifically, the lack of accountability. Here's an overview on working with your staff to create accountability.

Q: How can I make my employees accountable?

Question:

When you work in an excuse-driven culture, how do you change the mindset and teach others to become accountable?

Answer:

Unfortunately, the most effective method for me to implement quick changes in attitude is through forcing it. That almost always requires "executing a hostage in front of the firing squad".

Words are the first step. Accountability has to be taught as an expectation. You tell employees that your business expects them to be accountable, which means doing everything THEY can do to fix a situation rather than concentrating on what someone else should have done to avoid it.

I teach that they only have control over themselves, and they will get the most accomplished by concentrating on what they DO have control of (themself) rather than what they DON'T have control of (others).

Once they know you expect them to be accountable, you have to hold them accountable. That means no exceptions to the rules, no favorite employees who get away with things, and unequal punishment. It also means having pre-determined punishment for violations to documented rules, and making sure employees are taught those rules and sign an agreement to follow them.

Once the rules and the punishments are in place. The only thing left is equal and fair enforcement. Even a tough boss will be seen as fair if everyone is playing by the same rules. The bad attitudes most often come when there isn't enough accountability, and people are allowed to break the rules. Then, employees who follow the rules are the ones who feel slighted, and they end up being the ones who leave. When rules are fair, and enforced consistently, the bad employees are the ones who leave.

Any time a situation gets bad, I've found it's often necessary to fire someone to get compliance from the rest. This is especially necessary when there has been an extended lack of rule enforcement.

When I observe an "excuse-driven" culture, it almost always means there is a lack of consistent enforcement of the rules.

Related Articles
  Strategic Commitments To Build Trust With Clients According to Your Strategic Thinking Business Coach
  Employee Relationships - What is Responsibility
  Want to Change Employee Behavior? Change Yourself First
  Accountability and Trust
  Does Power Corrupt

Article Tags: accountability, attitude, bad attitudes, boss, compliance, consistent enforcement, driven culture, excuse, expectation, hostage, mindset, no exceptions, punishments, rule enforcement, themself



Related Forum Posts
Re: Amazing - Who Is Accountable? - [quote="mphcoach":1fy8o9qp]I'm thinking that I become much better at delivering if I feel accountable to someone, other than myself. I often find that clients become incredibly motivated, just because they have told me that they will do something specifically before we next have a session. So, I wonder, who can you let know what you are doing to help you at least 'feel' accountable?[/quote:1fy8o9qp] Hi Martin, I think a small business owner can tell their business coach, spouse or best friend about their goal(s) so that they'll feel more accountable. However, it's probably most important to share your goals with those who have helped you along the way, so you'll feel the need to keep working hard in fear of letting their efforts go in vain. I'd also recommend simply writing down a list of things you plan to accomplish and then signing it yourself. An affirmation can hold you responsible to yourself and remind you of why you even made those commitments in the first place.
Re: Laissez-faire! - I agree and in addition to making employees more productive you will also get great ideas you haven't considered. It really works when you really listen to your employees, rather than pretending to listen just to make them feel content.
Re: Should you hire ambitious workers or employees with no goals - [quote="BuzzAroundBooks":2ijq3b5e]As a small business owner, should you hire ambitious workers or employees with no goals? My friend's father is a relatively successful entrepreneur and it's his belief that you should primarily hire employees with no ambition because you can get away with paying them less and they're less likely to leave (thus saving you money from a high turnover rate). "Grunts" are the way to go, even though ambitious workers are typically smarter. What do you think?[/quote:2ijq3b5e] I say YES to hirin employees with no Goals!!! they make great "front-line" employees as long as you have carefully documented your process for them to follow. They typically are open to perform routine administrative tasks and they work for a much lower wage. I know what I've said is pretty gloomy but it's reality from my experience. Occasionally one of the "employees with no goals" will stand up and say, "I love working here". You pluck these individuals and promote them to tasks which require more decisions.
Re: Finding AND Keeping Good People - Employee retention or as you mention “Keeping the Good People” is one of the biggest challenges for any growing business. It takes a huge effort from the entrepreneur’s end. I can come up with the following when it comes to KEEPing the good people- 1. Motivation of the employees 2. Recognition of the needs of the employees 3. Activities to make the employees feel valuable towards the organization 4. Make benefits more accessible 5. Offer profit sharing incentives 6. Create clear career paths at the company 7. Consider telecommuting, job sharing and other flexible working arrangements 8. Incentives are essential and they don't have to be huge 9. Have other managers praise an employee's work 10. Be sensitive to the balance between work and private life
Women care about employees - I think women entrepreneurs care more about their employees than men so it makes sense that they would consider how the new owner would impact the employees.


Share this article with your friends. Fund someone's dream.

Leave a comment below or share on the left and you'll help support entrepreneurs in Africa through our partnership with Kiva. Over $50,000 raised and counting - Please keep sharing! Learn more.

Tweet

Newsletter

Get advice & tips from famous business
owners, new articles by entrepreneur
experts, my latest website updates, &
special sneak peaks at what's to come!

Name:
Email:

Popular Articles

Maximum Impact Restaurant Greening

Avoid Burnout: Do the Limbo Regularly

Leading from Authenticity is a Beautiful Thing

Suggestions

Email us your ideas on how to make our
website more valuable! Thank you Sharon
from Toronto Salsa Lessons / Classes for
your suggestions to make the newsletter
look like the website and profile younger
entrepreneurs like Jennifer Lopez.