Empowering means you are enabling your employees to make decisions and actions on their own. By doing so, you will have better employee engagement and dedication toward the work that they are required to perform. When we talk about accountability, we say they must be responsible for their actions and decisions. Accountability and empowerment are co-related, and they go hand in hand. Accountability can be described as proactive and making decisions based on the challenges they might face, and also, if they fail, they need to stand for their mistakes. Finally, in our last article, we discussed how they could measure accountable actions and help them improve regularly. Finally, as we enable them to be empowered and make their own decisions, they will learn to be accountable for their actions and behaviour.
Accountability standards must be measured from time to time and monitored to set exemplary standards at work. In our past articles, we discussed the tips for building accountable culture and how we can improve and measure accountability, which is the key to keeping the employees learning how to set monitoring statuses of their own. When we say actionable accountability, it means how focused you are on achieving the goals. What plans do you have for achieving those goals? How can you build trust in yourself that you can achieve these targets?
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1. Assessing: Employees must be empowered to evaluate the goals on their own. As we mentioned, employees must be involved in goal setting. This is where you give them the value and trust factor as to how they contribute towards the goals. When they set their targets, they already know what challenges the individual or the team might face and how they plan to overcome them and achieve the goals. This will help them build a strong character and show their competence at work.
2. Modelling: Demonstrating recommended behaviour with their peers. That is also actionable accountability. How they behave, and how they stand up for their failures. When they become a role model in their teams, then an excellent standard of accountability has been set and can often be measured across the group.
3. Acceptance: Acceptance in any situation has been crucial regarding accountability. When you take some actions, for example, you decide and finalize your goals, then you have accepted the targets that have been fixed, now if you fail to deliver those targets, you have to accept the failure as well. Acceptance of your behaviour towards your teammates is also part of actionable accountability.
4. Practising: Actionable accountability doesn’t come naturally; it comes with practice. And yes, you will fail sometimes. So, with the help of routine coaching and acceptance at work, one can learn to practice the same.
5. Adapting: Adapting the changes after you learn about the failures in your actionable accountability. Make those necessary changes and bring in the improvements. Notice better performance ahead.
6. Mastering: Once you have learned the process of monitoring, accepting the failures, and improving from your losses, you will learn to master and create a “win-win” case. That’s where you become the master, and your performance improves. You have now mastered the art of empowerment and learned to execute with actionable accountability.
When we have the proper measuring methods to check the progress and make necessary changes, the employees learn to empower themselves and execute actionable accountability simultaneously. The team members are empowered to be responsible for their behaviour towards their peers, building their proactive nature, facing challenges, and meeting their targets. With the help of these critical factors, they can measure and improve simultaneously. In addition, they will be able to set good examples in front of their teammates, raising a bar in terms of good practices.
Accountable employees are encouraged, and they enjoy working with their teammates. They will regularly demonstrate and accept accountability and then understand the relational nature of success. It is a sustainable growth path or a road map for individuals, teams, and organizations. They learn to be adaptable to changes and remember to be more innovative toward meeting their targets. The group learns to collaborate and learn about each other strengths and weaknesses. They know to adopt good habits from each other. As a team, they will be more empowered to perform better. The team will learn to transform well, demonstrating that they have adapted the concept of accountability.
Finally, the employees and the teams are empowered to make decisions, stand up for their failures, and learn from them. Once you have a committed and competent pool of workforce, they will adapt to accountability and build a good, accountable culture at work. When you involve employees in daily decision-making and give them transparency, they will better relate to the organization’s success.