Today, she explains more benefits of employee accountability and offers tactics for incorporating it into your organization’s efforts toward building employee engagement.
What are some action steps employers can take once they know how engaged their employees are?
To lead your teams to high levels of engagement and accountability alike, along with great results, add an element of accountability into your action planning efforts.
- Share the results of the engagement survey with your team.
- Have three large flipchart pages taped up in front of the group.
- Ask the team what specifically they would like to improve in their work environment and write the ideas down on the first sheet of paper.
- On the second sheet of paper, ask the team what they are willing to do to improve the workplace in these areas and record these comments. Make sure this list is specific and focused on what the employee or team can do to impact their own circumstances. This is where accountability is cultivated and employees begin to take responsibility for their own engagement.
- Lastly, ask the group what support they need from you as their manager or from the organization. List things on the third sheet.
- Check to see if the tasks and ideas listed on the second and third sheet are robust enough to create the type of workplace outlined on the first sheet. If not, spend more time working on those lists, particularly the second one focused on how employees can affect their own circumstances.
- Create action plans for the ideas where the employees are willing to invest in impacting their own circumstances. Add in timelines and responsibilities, and then communicate back to the group both the initial work and the progress made.
How can personal accountability boost engagement and business performance?
People who are accountable have an internal motivation to succeed, no matter what their obstacles. It starts with a commitment to do whatever it takes to get the job done. People with this quality are naturally the happiest and most engaged.
Companies with the most engaged employees that also show the most success are approaching engagement differently. These organizations are very clear that engagement has to come from a choice the employees make. It’s a byproduct of accountability, not a condition your leaders can create for you. Without a foundation of accountability, engagement fluctuates like the tides, rising and falling with the fortunes of the organization and the moods of its employees.
Many companies have gotten off track by focusing on trying to raise engagement, when they should have been working on accountability. As a result, many leaders come to believe that it is their job to perfect employee circumstances in exchange for the gift of their work.
What are some of the challenges employers may face in establishing a reality-based approach to engagement?
The toughest challenge for employers is that they will simply have to differentiate between employees – to play favorites. They will need to stop pretending that everyone adds the same amount of value to the organization. It is simple – as an employer you will always be making someone mad, unhappy – just make sure you are making the right people unhappy. You need to have turnover – just not regrettable turnover. The same action will not and cannot please both the high accountables and the low accountables at the same time. You will have to make choices and your choices will reflect in your results.
My advice to leaders is often: Play favorites and get results!
Talmetrix is an employee feedback and insights solution that helps organizations better attract and retain talent to achieve business goals. Our solution makes it easy for organizations to capture employee feedback (feelings) and organizational data (facts) to discover actionable insights. With a unique combination of software, content, data, and advisory support we can help you measure and improve your employee experience. Contact us today to learn how your company can start achieving better business results.
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