Being Accountable: Another key element to achieving Success through People

Over recent month's we've been taking a closer look at each of the elements of our exclusive 8 Elements to Success through People© model . This month's focus is on Being Accountable.

"Accountability breeds response-ability" - Stephen Covey

So What's it all About?


In addition to setting clear expectations, the best businesses foster a culture of accountability. For example, they often:

• set and review progress toward key performance indicators (KPIs) at individual, team and business levels
• benchmark against previous performance and the performance of similar businesses
• undertake regular customer and staff surveys
• have and consistently apply an effective performance planning and review process.

While some businesses do a great job in terms of setting expectations, it means little if there is no follow-through on those occasions that expectations are not met, hence the need for Being Accountable.

And while the benefits to the business of holding people accountable are readily-apparent, it's important to note that research by Gallup (reported in BRW, 11/2014), reveals that employees prefer to be held accountable: indeed, the research revealed that employees are 7 times more likely to be engaged when their managers are aware of their current work and holding them accountable.

Tips:

So if you think improving the level of accountability in your business could be an improvement opportunity, here are a few tips to get you started:

  • Review your business strategies and goals to ensure they are S.M.A.R.T (Specific,Measurable, Agreed, Realistic, Timebound). You and your team need to know precisely what you are aiming for and the means by which performance will be measured.
  • Regularly measure progress towards your business goals and, as appropriate,communicate results to your team.
  • Ensure that each business goal translates into plans and KPIs for each area of the business and, wherever possible, each individual within the business.
  • Develop, review and implement a performance management process as the primary means by which individual goals are established and reinforced, progress is reviewed and any development needs are identified and addressed.
  • Be prompt, consistent and effective in addressing performance that does not meet expectations.
Further Information/Support:
To review Greg's video on Being Accountable, click here.

To access information and tips relevant to each of the 8 elements to Success through People©, download a copy of our complimentary Mini-Guide to Achieving Success through People here.
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