Holding employees accountable is a crucial aspect of leadership that ensures work is done efficiently and effectively. However, many leaders find it difficult to hold employees accountable for fear of damaging their working relationship or morale. This challenge becomes more pronounced when employees fail to deliver on agreed-upon expectations and responsibilities.

 In this article we will share 5 proven ways for leaders to ensure employees are held accountable for doing their work.  You will get the steps you need to take and how to set clear expectations and ensure better performance going forward while still maintaining a positive work environment.

1. Understand The Reasons

Always remember that context is key. Begin by finding out why something didn’t happen. Was it outside of their control? Did they not understand it fully? Get down to the root cause to prevent future incidents. Then address accountability. Have them create incremental goals to get the work back on track. Set up check-ins and give instructions on how to prevent another missed deadline.  

2. Give Consistent Feedback

Leaders are encouraged  to provide consistent and  shorter feedback time to help employees grow. We must encourage reflective learning  and let employees know that it is okay to learn fast to get better sooner. The questions to ask during the reflective learning is : What worked? What didn’t work? What should be done differently next time? This allows the person to take ownership of their learning.  

3. Develop a Ownership & Solution Culture 

A leader can create accountability by asking the employee what got in the way of accomplishing the agreed-upon task in a nonjudgmental fashion. Most people want to perform well.  It's important to create a culture where employees think into problems and bring a solutions for every problem. You can also engage in reflecting the problems by asking what they learned and how they will overcome any roadblocks in the future. This facilitates ownership of the circumstance and personal involvement in a solution. 

4.Have Them Create Their Own Accountability Plan

Lack of follow-through is a trust-killer, and it can happen to even the most committed team members. Get clear on the root cause of the missed deadline and consider what support or resources they need.  Keep track on the frequency of the issue as well as ensure you are  clearly communicating expectations often. Leaders can  ask the employee to create their own accountability plan, including at what point they will ask for help if needed. 

5.Set Clear Action Steps Going Forward

Expectations regarding accountability should be set at the start of employment, and they must be consistently reinforced to make accountability part of the organizational culture. In a scenario where the employee did not deliver on agreed-upon commitments, the team leader must have a candid discussion to show the link between the activity and its effect on overall outcomes, then set clear action steps going forward. -Erica McKenzie, Creative Brands & Concepts