Increase Accountability in Your Culture to Set the Stage for High Performance
Do you know how to increase accountability in your culture? The best leaders make accountability a cultural priority. To succeed, companies need to consistently perform at higher levels – and they cannot afford to miss the mark.
What Higher Performance Means
For leaders this means bigger goals, increased complexity and tighter budgets. For employees this means higher expectations, an increased pace of change and the need to do more with less.
Companies are Not Firing On All Cylinders
Unfortunately, too many organizations are not performing at their peak because their leaders have not made accountability a priority. A recent CEO Benchmarking Report found that CEOs rated “holding people accountable” and “letting go of underperformers” as their two biggest weakness. Without high levels of accountability, it is hard for leaders to set the stage for consistently high performance.
Two Phases to Increase Accountability in Your Culture
There are, fundamentally, two phases to building a high performing culture with high levels of transparency and accountability:
First, Set Clear Performance Expectations
In order to perform the right tasks in the right way, employees need to be clear about exactly what is expected of them. Clear performance expectations help to make sure employees focus on DOING the activities that align with the overall company strategy and BEHAVING in a way that aligns with cultural standards.
Second, Establish a Fair and Transparent System of Accountability
The only way to ensure that performance expectations are met regularly in a way that makes sense is to set up a company-wide system that exposes where people stand relative to performance expectations. The best systems are fair, timely, accurate, meaningful, consistent, proportionate, and relevant.
Four Attributes to Increase Accountability in Your Culture
Here is what you need to if you want to increase accountability in your culture:
The objectives should be achievable with challenging, but reasonable, effort.
This can include training, access to special expertise, additional funding, more personnel and, above all, the leaders’ unwavering support.
If there is outstanding performance, recognize the results with congratulations, a bonus, additional autonomy, greater visibility, more flexible hours or whatever would be meaningful to the high achiever.
The Bottom Line
To increase accountability in your culture so that employees regularly make and keep commitments, you must create an environment of high performance where trust and continuous learning are the predominant values. It takes hard work and commitment, but it’s worth it.
To learn more about how to increase accountability in your culture to increase performance, download The 3 Levels of a High Performance Culture
Download key published insights and tools from industry experts highlighting best practices in the areas of talent, strategy and culture.
Want to know how you stack up against leading organizations? Receive a complimentary benchmarking analysis courtesy of an LSA Expert.
Get up to speed on timely solutions critical to your business. Published by LSA Experts based upon client feedback and key industry trends.
First we identify the key metrics you want to improve. Then we assemble a dedicated team of elite experts who have successfully solved similar problems with similar clients.
Stay up to do date with the latest information on how we help high growth companies align their culture and talent with strategy.
Real world consulting and training approaches from LSA projects, providing insights on how your company can outperform the competition.