Top 3 Steps to Create an Environment of Accountability

In business, it is not what you know that propels you forward, but instead how you execute. And, as the CEO, if you are not generating the results you want, then it is time to put measures in place to make sure your teams are performing at their best. When you have a clear understanding of the roles within your organization as well as what layers of accountability you can build in, this enables you to pinpoint where teams, departments, or individual employees may be falling short. According to experienced CEO peer development consultants, here are the top 3 steps you can take to create an environment of accountability that is primed to help you get the results you want and your business needs to succeed.

1. Document tasks. All too often, people fall short in completing a task because the directions are not clear. When you are able to document tasks, outlining what steps must be followed, what people must provide approval, and even a checklist for quality assurance purposes, then you are able to create a framework that ensures the work will get done — and done right. In addition, having documentation of how tasks and projects should be completed helps to add to your company’s growing information base and enables others to step in, should someone not be able to complete a project or require assistance. 
2. Create effective consequences and rewards. It should be very clear and well communicated to your teams what you expect of them, as well as the consequences and rewards that may result depending on their work performance. For example, if all client reports are due by 3pm on Friday, not having a consequence in place could lead to employees turning in the reports late (or not at all), which in turn affects your client relationship. If instead, the instruction was to turn all client reports in by 3pm every Friday and if it is late, $50 per day is deducted from the employee’s paycheck. Or, if it is turned in by Thursday at 12pm, an additional 2 hours of personal leave time is added each pay period. Either way, it is clear what is expected and what will occur should the expectation not be met. 
3. Regular accountability checks. Having a visible team scoreboard can work to both incentivize teams to do their best, while also making it clear what teams may need additional support. Tracking metrics such as revenue generated, clients serviced, tasks completed, projects approved, etc are easy indicators that can be quantified and help tell the story of why their work is important to the company. Whether you hold a monthly accountability meeting, send out weekly productivity emails or check in once a quarter, it is important to make reviewing your progress as a company a visible part of your meetings.

Holding your staff accountable for their performance is just one part of how you can help them elevate their performance to generate lasting business results. Investing in yourself, as the CEO is an integral part of being able to lead your organization and lead effectively. Pursuing professional development opportunities that will equip you with the skills and insight to better inspire and nurture your teams is a must for 21st-century CEOs.

Are you ready to take your career to the next level? Do you welcome constructive feedback to improve your leadership skills and how you execute?

Then we cordially invite you to consider The Brain Trust, Atlanta’s award-winning CEO peer group today. We bring together the region’s brightest and most seasoned executive leaders together to engage in impactful dialogue to transform how you tackle business challenges and carve out an unshakable competitive advantage in any industry.