Crucial accountability skills Training is an important part of any successful management strategy. It is a must include activity in the HR department. There is a reason to it. In fact, more than one. Accountability is linked to the responsibility of the vested duty which in turn is linked to the success of the firm and the individual. Accountability eases so much in a firm. When an employee is well aware of the fact that he is accountable for a particular action of his/her, he is not only bound to be more sincere but also more enthusiastic about the same. Accountability improves productivity and efficiency and makes sure that a healthy harmonious environment prevails in the work space. Therefore, it is the impetus of the firm to ensure an accountability culture in the organisation which is in the best interest of everyone.
What are some essential crucial accountability skills?
• Create sense of ownership: This goes a long way in reaching that success. The focus of the team should be rather goal oriented. All individual teams should have clearly demarcated roles that have the aim of hitting the nail right on the head. There should be a culture that emphasises the need to seek information, process relevant information and deliver results. Ownership translates into accountability. This is the rule of the thumb.
• Freedom: Accountability doesn’t mean choking the individual space of employees. There is not one single way to reach the goal and to identify the right path should be the imperative of the individual. Also, ample support should be provided to the workforce in all areas. Freedom is something you can’t get enough of. Imagine yourself sitting in the drudgery of your work place, just taking orders and adopting a mechanical routine day in day out. Sooner rather than later, the patience threshold will be breached and work levels will go down drastically. Hence, stay away from the leash as much as possible.
• Appreciation: Any goal accomplishment should be meted with appreciation. This boosts the confidence of the individual or team and inculcates a healthy and enthusiastic work culture. Always remember that too much appreciation is often ill advised and should be avoided.
• Feedback: Being on a higher position, you need to understand that not everyone gets everything right the first time. Admonishing or ridiculing the person in fault is not only wrong but also unacceptable. Undesirable or imperfect results should be dealt with feedback. Also, deal with the newer employees softly. As a senior, it is your job to polish and refine them. Make sure to become intermediatory between the employee and client during the first instances. Make sure the feedback mechanism is present in the organisation. It is the best yardstick to measure success and progress.
• Evaluate effectiveness: You don’t have to wait till the end of a project to evaluate the effectiveness of people involved. As much as we emphasise the need to be patient with the employees, it is also important to be realistic when it comes to measuring their commitment and effectiveness. It might be possible that some people fit in better in some other department and not the ones they are engaged in. A dialogue is essential in coming to that conclusion. It should never be a one way dictatorial process.
• Review: The accountability process should be reviewed from time to time depending on the effectiveness. Success and client satisfaction are good yardsticks for review.