Workplace Accountability Starts With Purpose

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workplace accountability

Workplace Accountability Starts With Purpose

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Frustrated, many employees feel that there is a lack of accountability. Have you sized up your workplace accountability?

As an individual, team lead, manager, or the CEO, are people accountable?

In the workplace people can be accountable for many things. They can be accountable for knowledge, skills, and abilities. They can also be accountable for their time and turning in good work.

There’s still more. People should be accountable for their attitude, commitment, and interpersonal relationships.

It’s not okay to show up and do nothing.

It’s not okay to claim, “I’m a little weird.” and then refuse to engage or form appropriate relationships.

Most of all it’s not okay to blame others, waste resources, or contribute less than what is expected.

How should you hold yourself or others accountable?

Workplace Accountability

It starts with a creating a sense of purpose.

People are much more accountable when they are connected with why their work matters.

For managers and other workplace leaders, showing them that you don’t care about them is the fastest way to have them not care about you.

Often, unconscious, thoughtless, or misinterpreted actions will undermine purpose and accountability.

Leaders who can transfer the feeling of ownership, connection, and purpose to every job seem to have an easier path to accountability.

It is easier said, than done though.

Accountability Pathways

Connecting people with purpose requires time, effort, and trust. It will not work for the person who doesn’t care about building lasting relationships.

You can’t treat people like machines. If you do, they may complete the task, but the organization will suffer from the high cost of employee turnover, low morale, and bad attitudes.

Accountability might be measured on a spreadsheet, but those results are connected to the human factor.

Connect everyone with purpose. Give them ownership in the work.

Holding people accountable can be a tough job. Creating a culture that inspires accountability lessens that effort.

-DEG

Dennis E. Gilbert is a business consultant, speaker (CSPTM), and culture expert. He is a five-time author and the founder of Appreciative Strategies, LLC. His business focuses on positive human performance improvement solutions through Appreciative Strategies®. Reach him through his website at Dennis-Gilbert.com or by calling +1 646.546.5553.

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