How do you hold your team accountable?

When it comes to running a successful business or team, you know that everyone must be able to rely on one another in order for things to run smoothly. In order for that trust to be built (believe me, it doesn’t just magically happen), everyone must be accountable for their actions and decisions within the company. After all, if you can’t trust someone to take responsibility for their choices, how can you trust them to work with you? So what can you do to make accountability work in your team?


Weekly Team Meetings

When everyone is in the same room, discussing the same project, you can talk about any problems or issues that have arisen over the course of the week. Have questions for the team members regarding their progress and what areas of the projects they are handling. This is the best way to avoid he said/she said about assignments and responsibilities.


One-on-one Meetings

If you need to talk to someone about their accountability, don’t do it during a group meeting. The person will feel attacked and likely react negatively. Call the person into your office and talk to them face-to-face alone. You can discuss strategies for improving accountability and reorganize responsibilities if need be.


Open Door Policies

It’s important for your employees to feel as though they can come talk to you about anything that’s troubling them. If someone is having a problem working with a colleague, it needs to be addressed so that efficiency isn’t compromised. Keeping your door open for team members lets them feel secure talking to you.


Clear Goals and Responsibilities

Sometimes a person will have a difficult time being held accountable if they aren’t exactly sure what they are supposed to be doing. It is your responsibility to ensure that each member of your team understands their roles and goals within the project and if they don’t, you must communicate it to them in a way that they understand.

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From regional manager to international executive with quadruple the pay, Karen Keller’s unique blueprint carefully outlined the step-by-step process for creating high-impact influence and let me know when I was being influenced in a way that didn’t serve me.
Lloyd Moore
Global Director Supplier Quality & Development - Lear Corporation – South Carolina