Fast—what involves thoughts when you consider holding your crew members accountable? For some leaders, accountability looks like the last word energy journey. You possibly can nearly hear them demanding their crew members bow earlier than their scepter of management.
For others, accountability looks like pressured babysitting—full with awkward, unproductive conversations about productiveness. Ironic. (And that’s nonetheless not an correct understanding of accountability.)
The reality is, actual accountability isn’t in any respect about flexing authority, being the dangerous man, or micromanaging each transfer. It’s about empowerment, readability and assist.
Ignore accountability and your crew will flounder, miss deadlines, and marvel who’s really in cost. Embrace it the proper approach {and professional} accountability will assist your crew keep targeted and transferring in the precise path.
So what precisely does that type of accountability seem like? Let’s redefine accountability, take a look at indicators of its evil twin—micromanagement—then discover tips on how to maintain workers accountable with out micromanaging.
What Accountability Actually Is (and Isn’t)
Accountability at work is the repeated sample of verifying that expectations are turning into outcomes. Consider it as a routine, conversational check-in. Achieved nicely, accountability makes your crew really feel supported, not interrogated.
Right here’s one other essential distinction: Accountability and penalties typically go hand in hand, however they aren’t the identical factor. Penalties come into play when expectations aren’t met—that’s when you must step into the discomfort and deal with what’s off. However accountability itself serves as your vote of confidence within the particular person doing the work. It celebrates progress and offers your crew members assist so issues don’t go off the rails. Trace: If accountability feels high-stakes or destructive, you’ve misplaced the plot.
Sadly, that occurs so much. Too usually, accountability is both nonexistent—simply the occasional “So . . . how’s that undertaking coming?”—or it’s dealt with terribly, as in blaming, nitpicking or hovering over each element as an alternative of trusting your crew to do their jobs. That sounds so much like micromanaging as a result of it’s.
So how have you learnt if you happen to’re slipping to the darkish facet of management within the title of accountability? Listed here are some telltale indicators.
7 Indicators You May Be a Micromanager
- You are consistently checking in as an alternative of letting your crew personal their work.
- You redo duties as a result of they aren’t accomplished your approach.
- Your crew hesitates to make choices with out your approval.
- You might have an unstated expectation that the one “proper” approach is your approach.
- You hardly ever delegate as a result of it’s simpler to do it your self.
- You focus extra on how one thing is finished reasonably than what will get accomplished.
- You wrestle to step away from work with out worrying about what’s taking place in your absence.
Until you wish to be the boss no person likes to work with, keep far, distant from micromanagement. It’s not simply annoying—it’s harmful. Right here’s why:
- It slows your crew down. Folks gained’t take initiative in the event that they’re at all times ready on you or attempting to second-guess your subsequent transfer.
- It kills belief and morale. Nobody likes feeling like they’re being watched 24/7 or can’t do their job.
- It burns you out. Making an attempt to manage every little thing is exhausting. Many palms make mild work (and make scaling your online business potential).
Clear Expectations: The Basis of Accountability within the Office
When you wrap your head round actual accountability, it feels approach much less intimidating. Who doesn’t wish to assist their crew win? However to get there, you want this trusty sidekick: clear expectations.
The truth is, holding folks accountable ought to solely take up about 1% of your emotional vitality. The opposite 99%? That’s for setting clear expectations.
And no, we’re not speaking about barking orders or dropping backhanded feedback in hopes your crew will learn your thoughts. Yuck! Setting clear expectations is a two-way dialog—one which brings readability for everybody and will get crew buy-in towards shared objectives.
While you set expectations accurately, you’re actually saying, “I imagine you are able to do this.” And that type of confidence feels wonderful to your crew. As an alternative of stating weaknesses or failures, you’re calling out strengths and empowering them to get stuff accomplished. However when expectations aren’t clear, that confidence turns into confusion—and that’s when issues begin.
Widespread Expectation Traps
- Imagined expectations: Your crew assumes you count on one thing you by no means really communicated.
- Exterior expectations: A request from one other division blindsides your crew since you didn’t warn them.
- Unstated expectations: Your sighs and facial expressions make folks suppose they’re failing—however they do not know why.
To keep away from these time-wasters, have your crew let you know what they suppose you count on. Then make clear what’s actual and what’s simply assumed. When you’ve eradicated guessing video games, you’re able to set expectations that stick. Right here’s are 4 keys.
4 Keys to Setting an Expectation That Sticks
- Body it. Clearly clarify the expectation, why it issues and why your crew member is the precise particular person for the job.
- Empower them. Outline their stage of authority to do the work and ensure the remainder of the crew is aware of too. Readability reduces friction.
- Measure it. Ensure that they perceive what profitable appears like. What’s going to inform them (and also you) they’ve met the expectation?
- Decide to it. Ask them in the event that they absolutely perceive the expectation and really feel empowered. Then look them within the eyes (sure, it’d really feel awkward) and ask, “Do you commit?” That straightforward query reinforces possession.
Learn how to Maintain Your Workforce Accountable (With out Micromanaging)
Now that you just perceive the accountability-expectation partnership, let’s get into the sensible facet of tips on how to maintain workers accountable with out micromanaging. Merely put, it’s all about these 4 non-negotiables:
- Set expectations first. Earlier than you maintain somebody accountable, ensure that they absolutely perceive what you’re aiming for, why it issues, and what success appears like.
- Create a powerful suggestions loop. Workforce member weekly stories are an amazing software your crew can use to share their wins and the place they want assist. Additionally they enable you gauge how your crew is managing their workload and whether or not expectations should be clarified.
- Give real-time insights. Ready till an annual overview to deal with considerations? Dangerous concept. Common one-on-one conferences create a rhythm for celebrating progress or course-correcting when wanted within the second. They’re additionally an amazing place for crew members to speak by expectations—whether or not actual or imagined—so everybody can transfer ahead with clear hearts and the precise focus.
- Make clear possession. Ensure that every crew member has outlined their Key Outcomes Areas (KRA). This easy, one-page doc summarizes their prime three to 5 tasks, the outcomes they’re accountable to, and what profitable appears like of their
Final Step: Make Accountability Measurable
Accountability isn’t only a intestine feeling—it’s one thing you’ll be able to observe. Right here’s how:
- Self-assessment: Be trustworthy. The place are you profitable and shedding at setting expectations and creating accountability?
- Suggestions: Let your crew anonymously weigh in on how nicely you’re speaking expectations and holding them accountable. Their perspective is effective—even when it stings.
- Workforce evaluation: Answering these questions actually will present you the way you are doing with accountability fundamentals.
- Do you do one-on-ones usually?
- Are your direct stories’ key tasks updated?
- Are annual opinions taking place on time (with out surprises)?
- Do you verify in with crew members when frustrations come up?
Holding your crew accountable doesn’t should really feel awkward or make you the dangerous man. As you do it proper, it turns into a pure, even constructive, a part of how your crew works collectively—freed from micromanaging.