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Own It: 5 Actions to Create a Culture of Accountability

PERKS Editorial Team

PERKS Editorial Team

·

April 4, 2022

Own It: Creating a Culture of Accountability

Outlining 5 practical actions for leaders

Leaders are tasked with inspiring their teams and overseeing organizational goals. But as important as it is to establish a vision, it’s equally necessary to ensure that employees are on the same page. Creating a culture of accountability and ownership in the workplace is essential to a productive work environment amongst the team. Everyone within the organization has to live the culture, not just talk a big talk. How do you create a culture of accountability, especially in quickly growing organizations? 

Here are some steps to keep in mind to help instill accountability and ownership within your culture.

Walk a big walk
Don’t just talk a big talk. It’s extremely important for the executive and leadership team to live cultural standards that are expected of other team members within the organization. Oftentimes, missions and values don’t align with the culture of the organization because it’s not being lived out on a daily basis. People need tangible examples and as a leader of the organization, it’s your responsibility to uphold and - you guessed it - lead by example. This can sometimes look like coaching for your employees.

Communicating expectations and deadlines
You can’t expect employees to succeed if you don’t communicate instructions, deadlines, and parameters clearly. Make sure you check in with your team members along the way so that they know you’re invested in supporting them if needed.

Openness to receiving feedback
No one is perfect, and employees are usually the ones in the trenches of operating projects and processes. Be open to hearing their struggles, challenges, or successes so that you can streamline the process better to save everybody time. The culture of accountability comes into play here by acting on the feedback you receive.

Hire employees who are a culture fit
It’s really important to hire employees who are a culture fit for your organization. This allows them to onboard and join the team seamlessly. There are many components to establishing whether an individual is a culture fit, but one of the main ones to look for is if they take accountability for their actions and can demonstrate consistency.

Hold one another accountable!
It speaks for itself, but the more that leaders and team members alike uphold those mission and values, the more you reinforce a culture of accountability. 

Accountability doesn’t belong just to executives, but to every member of a team. The more your organization as a whole practices ownership of accountability, the better your team morale and product will be. If this sounds daunting, remember it’s never too late to create a culture of accountability. Cultures are dynamic and it should be common practice to maintain communication, feedback, and improvement.