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The 5 types of employee accountability you need to have at the workplace

July 5th, 2019

types of accountability, employee accountability, types of employees

Employee accountability can simply be defined as the responsibility that an employee takes upon himself to complete the tasks and duties he or she is assigned to do. An organization sets certain targets and goals for each employee at reasonable intervals and the individual is expected to meet those expectations on an ongoing basis. Employee accountability plays an important role in the smooth functioning of an organization and helps to complete work in a streamlined and efficient manner. An organization is only as good as its employees, and therefore the onus of forging ahead depends considerably on the skill sets, capabilities and work attitude of its employees. The five different factors influencing employee accountability are:

1. Personal accountability

The first step towards increasing your productivity and efficiency at work is to take personal accountability of your actions. Ensure that you are aware of what is expected of you and that you are meticulous about completing your work accurately and on time. In extraordinary situations, you need to ensure that your team and supervisor have your total and whole-hearted support. Make sure that you are clear about what kind of role you will be involved in. Go into detail about what your work duties will be and whether you have the necessary skill sets to deliver what is expected of you. If you are confused about whether you can do justice to your role in the company or feel that you do not have the knowledge to handle the position efficiently, be honest with your superiors and workmates. Ask for advice if you feel you need it, or a mentor until you are confident of doing well on your own. Being accountable to yourself and your organization is not easy, but it is very crucial to your personal development and also the company’s growth. Taking responsibility for your actions can help you build trust and respect amongst your peers and team members in the company.

2. Define Goals

It is absolutely important to have goals, both short-term and long-term.  Think about what you need to accomplish by the end of the week, end of the month and finally for the year ahead.  Set goals that are logical and realistic. Setting yourself unrealistic goals will be demoralizing and create the impression of your being inefficient in the organization.  

Before starting your day, write down a list of things which you have to accomplish for the day. Each department of an organization will have its own goals, and these are generally broken down and dispersed to each employee of the department. Be clear about what the goals assigned to you are and how you plan to go about achieving these goals. In this kind of situation, accountability will come into play. Write out goals that are easily visible as this will help you work systematically towards progress and give you a very clear idea as to what is needed from you. When you are involved in a group project or working on something that requires teamwork, make sure that you are clearly aware of your personal contribution to the team project needs to be and make sure you complete your work. Each member of a team is a cog which helps the wheel run smoothly, and it would be unfair to make your teammates do more than they need to by not doing your bit. It would be twice as hard to finish up the whole project, and only after considerable stress and heartburn from the other team members. 

3. Monitor your progress

Ensure that your goals are realistic and achievable. Moreover, while targeting goals, complete the goals that are important and leave goals that are not a priority for later.  If you break up your goals into smaller ones and achieve them on time as you go along, you will feel more motivated and enhance your self-confidence. If you suffer an occasional reversal of fortune, take it in your stride and simply resolve to try harder next time. Never postpone work or find excuses for non-completion, as this can be viewed as a sign of inefficiency. Finding yourself staring at a mountain of work that should have been done earlier can be very demotivating.

4. Support and trust

It is of utmost importance to create an environment of support and trust amongst your peers. A lack of trust can be a major issue in an organization when blame is deflected. This wouldn’t lead anywhere as people would just focus on finding out who was at fault, rather than finding a solution. In organizations where there is a lack of mutual respect and understanding, employees avoid taking accountability for their actions as they are concerned about the consequences they would have to face. In an organization with a high level of trust, employees would take accountability and come up with a solution to rectify their mistakes. Working for such an organization increases an employee’s confidence and productivity.

5. Providing feedback

Give your subordinate regular and frequent feedback both positive and negative. Feedback can help an employee gain a much better understanding of his role and will encourage them to do better. Positive feedback can help make an employee feel more valuable in the workplace. Criticism can be constructive and instructive so that the employee is motivated to increase his output. 

These are some of the major tips an employee could use to take ownership of his or her actions. Taking accountability is a trait that every organization craves. Each employee must look to putting in his or her best in order to create a better workplace for fellow workers and bring about a harmonious work-life balance. If you are having trouble at work and would like to maximize your efficiency and turnover, head over to Sundaram business services as they have you covered!

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