Accountability is an essential tool for the success of any organization. It is an important lesson that every individual must adopt and change their mindset. Shifting your mindset might be a challenge initially, but later it will reap the best results. Accountability is the primary key to developing trust amongst the team workers. Today we will explore why trust is essential and how accountability helps promote trust in any organization.
What will happen if there is no trust and accountability? When an employee is not accountable, he is not responsible for his actions, decisions, and failures. He will end up constantly blaming others for his failures. If he has not set reasonable standards of accountable behaviour, the team atmosphere will not be collaborative and respectful. So how do we build trust in any organization or team? First, let’s understand what faith is and why it is crucial.
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When we talk about trust, one could easily describe it as a belief and reliability of each other. For example, two employees are in a shop, and now have to sell ice-creams daily to earn their salaries. What if the two employees take different shifts and take charge of the shop? Let’s call him employee A; one is obedient, loyal, and self-disciplined and works his best to sell ice cream, whereas employee B is the opposite of employee A. He is least interested in selling ice cream, and as an employee who is the last one to close the shop, he tells the owner that he was the one who sold everything today, and employee A has yet to make any efforts. So, does employee A want to work with employee B at any level? No, right! But because of employee B, employee A will also leave the job, and the sales of the ice cream shop will drop further. Similarly, within teams and organizations, if people form a bond of trust, the work and revenue of the organization will improve.
Let’s now take a different example of two employees working on a project. Both have to collaborate to ensure that the project they are working on is successful. One is responsible for costs and revenue generation, and the other is responsible for looking after the design and completion of the model of a product. As the different aspects of the project have been divided amongst the two team members, they are dividing the expertise in each segment. One is looking at the costs incurred and what could be the projected sales after the completion of the project. Another member is working on the designs and successful and timely completion of the product. They both are reliable on each and understand each working style. They will sit together and brainstorm the challenges they might encounter and how they can solve them. This understanding is because they are both accountable and trust each other. So, now let us learn how to promote accountability and trust in the workplace.
Coaching is the first step to teaching your employees about accountability and trust. Teaching them the importance of both can help them realize how and where to improve. This step will help them analyse the situation in a better way.
As a team manager or leadership management, you must lead the teams with accountability and trust. All the employees look to their managers to learn from them. So, if you have held a coaching session for them and they realize that their managers are also following the same lessons, they will learn to adopt the practices faster.
Once the employees have noted their managers’ exemplary standards of accountability and trust, they will begin to demonstrate similar behaviour at work. As a manager, this stage is when you recognize your efforts to change and appreciate it.
Evaluating their performance and acceptance to change their mindset to accountability and trust, giving them feedback will help them improve further. If they have been showing promising results, appreciating and rewarding them will help them improve even faster.
Accountability is the main reason behind developing trust in the team. A responsible team will deliver exemplary standards of performance and results, as compared to non-accountable ones. The team members will trust each other, learn to share the workload based on the expertise of each other, and learn to collaborate and deliver the best results. Whereas the non-accountable members will need more trust and will learn to accept each different strengths and weaknesses, they will continue to blame each other for the failures of the projects. Accountable members will also share the failures and successes of the projects, and they will not blame each other.