The Accountability Guy®
We have explained and discussed the importance of employee accountability. Understood that accountability positively impacts the work culture, employee engagement, team building, and overall company performance. Accountability is the key to success and better employee retention. Happy and satisfied employees tend to stay in the same organization for longer. Unhappy employees like to move to other organizations often. With accountability, you can help employees get trained better, develop better, and perform better. If the employees foresee their development and growth in the organization, they will not leave and switch to another organization. Instead, the employees learn to be proactive and responsible, and their behavior towards their peers improves, which helps build better work relationships. Trust among the team members and all colleagues is formed better, and they learn to work together as a team and produce results more effectively.
Now that we understand how employee accountability helps attain a win-win situation for both the employees and the organization. So, let’s look at the five ways we can achieve employee accountability more effectively.
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Whether you have dedicated personnel in your team to make everyone learn about accountability or you hire an external coach who can help your staff members know about it. With the coach’s experience, the employees can relate to the situation better and understand its importance. The implementation of accountability will be more effective. But the training about responsibility has to begin from day one of joining, at the time of induction, where the organization is clearly laying out the ground rules. Then followed up with monthly or quarterly training sessions to get their mind shifted to accountability.
Once the trained and educated employees know about accountability or other aspects at work. The company must support its training with the right tools and resources to adapt to the changes. Once the employees have the right platform to make necessary changes, managers can check if the employees are demonstrating at work. If yes, there should be a suitable means to acknowledge and appreciate.
Employees are demonstrating the educated phenomena at work, and you, as a manager, can notice the changes, but it is equally essential that you have the right tools or procedure to measure the performance. Proper performance sheets and appraisals, daily reporting and meetings, weekly meetings, and well-documented procedures are essential to ensure that managers will record all performances. These procedures will help the manager observe the performance and results and effectively provide feedback for improvement.
When we look for further improvement in our employees, feedback becomes a crucial part of development. In our previous blogs, we discussed effective feedback systems and the importance of approving the acceptance of input by an employee. When employees understand and accept the feedback positively, they are more dedicated to performing and improving. Once you have noticed that the employee has shown significant improvement and is also giving good results, you must appreciate the employee. You make them the star performer, rewards them with gifts or vouchers or other benefits, set them as an example in the team, increase their salaries and, if required, promote them. These tactics will keep them motivated and help them perform better.
Consistency is the key to any change. So, if you want your employees to keep up the excellent work, you must keep them motivated. Often employees start to lose interest after a couple of months, and you do not want that to happen with your employees. So, to keep them happy, you must repeat with training, monitoring, feedback, and appreciation. This way they know, they will always know they will keep on growing in their roles and move up the ladder. When employees see the organization is willing to spend on their growth, they learn to stick with the same organization.
Employee accountability is an important lesson you must teach your employees. If you have the right coach, the right measuring tools, the right and talented pool of employees, and the correct feedback system to encourage them to improve, you are halfway to success. The right coach can help you and your organization with the right resources to get your employees to change and accept the mind shift to accountability. If you have the right measuring system and feedback procedures, employees will learn to improve and grow in their roles effectively. But the critical step starts at the beginning of their journey in the organization. It would help if you started the first lesson on the first of their joining. Teach and explain about accountability and what you are expecting out of them. Let them build the mindset and give you the desired results. Appreciating them as often as possible can motivate all employees to improve and provide better results. As mentioned above, happy, satisfied, and developing employees don’t leave their jobs so quickly. They will stick to the same organizations in the longer run. So, let the employees build trust in your organization.
In the fields of leadership, personal development, and responsibility, Darren Finkelstein, popularly known as The Accountability Guy®, is a shining star. His story is one of perseverance, self-reinvention, and the deep metamorphosis he has attained by elevating responsibility to the status of superpower.
Darren has carved up a remarkable career for himself as a dynamic author and speaker, international accountability coach, advisor, mentor, and mentor that cuts across borders and industries. His influence extends beyond New Zealand and Australia to the many cultural contexts of Europe, Asia, Latin America, the United States, and the United Kingdom.
Darren has emerged as a key figure in the lives of high-achieving individuals and teams thanks to his creative coaching courses, which help them reach their objectives and realize their full potential. Darren’s bestselling book “The Accountability Advantage – Play your best game,” which establishes the foundation for his lessons, is at the center of his methodology. As interest in his next book, ‘NO’-Building a life of choice without obligation,” which is due out later this year, grows, Darren never stops inspiring and encouraging people with his distinct perspectives on accountability.
Darren uses a simple but effective method: Get Clarity on what needs to be done first, Get Started on what needs to be done next, and Get Sh*t Done by knowing what needs to be done more of. Under Darren’s leadership, this strategy has helped innumerable people and groups burst their objectives like glass piñatas, unleashing their aspirations and utilizing the accountability superpower.
As Apple Australia’s Manager of Commercial Markets during the ground-breaking Steve Jobs era, Darren made a substantial contribution to the company’s history. Afterwards, before beginning his coaching and mentoring career, Darren and his business partner successfully sold and exited their lifestyle companies. Darren’s depth as a coach is enhanced by his rich background, which combines technological understanding with innovative accountability techniques.
Darren Finkelstein provides hope and a road to success for people who want to use accountability to improve their personal and professional lives. Accompany him on this transformative quest to accomplish the remarkable. Read Darren’s full Bio here:
Read Darren’s full Bio here: https://tickthoseboxes.com.au/
Know what to do first
know what to do next
know what to do more of
"You can't buy happiness, but Getting Stuff Done is pretty much the same thing"
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