How to Hold Others Accountable Through the Six Cs
Are You Hiring?
Find candidates in 72 Hours with 5+ million talents in Maukerja Malaysia & Ricebowl using Instant Job Ads.
Hire Now
In organisations today, everyone seems to be having trouble holding others accountable for their job performance or group work processes. Managers and supervisors often think about making their employees more accountable for finishing tasks on-time or improving their job performance. Teams think about how they can make that specific team member more responsible. Here are the six C's to help get your coworkers to be more accountable.
Six C's to Hold Others Accountable:
Communicate your expectations in advance.
Let everyone know what the goals are and when they should be completed. You can make it easier by setting phases and milestones before reaching the final deadline. Write your expectations down so you can track the progress against what you agree to down the line.
Connect often to check everyone's progress.
Ensure if they need any additional resources or information. Suppose you have set phases and milestone goals in advance. In that case, both parties will know when to confirm if everything is running smoothly or if more help or training is needed.
The most important part of any group work is accountability.
Criticise based on facts, not feelings.
Provide honest feedback, be it praise for a job well done, or let them know what needs improvement. Try to be specific about what they have done right or wrong and why. Explain which goals were met or deadline missed. There's no need to wait until the end of the assignment or project. Always be respectful of everyone by doing this only when needed.
Coach the employee.
Sometimes you need to coach someone, so they'll have the knowledge before carrying on with their task. If the manager is not coaching, then their team members will not be winners. Accountability only works both ways; otherwise, nothing will get done.
Explain the consequences of not meeting expectations upfront.
If the employee fails to do a job on-time and correctly, and it costs the company something, the employee will need to know about it. Most employees are only interested in what rewards they may personally get, but they also need to understand how failure can also affect them and their job.
Commitment can only be achieved if initial communication and continued support happen.
Suppose you want your team members to understand their responsibilities and increase their credibility for actions. In that case, you must provide clear expectations and always follow through with them.
Experts in Harvard Business Review say that managers are creating a culture of mediocrity and lacklustre organisational performance when there is no accountability.
Without accountability, your team members have no reason to comply with expectations. Hopefully, these tips can help you create a culture where your team wants to put their best foot forward and deliver the results you expect.
Source: To Be Productive
Articles you might be interested in
The 4 Types of Paid Leaves in Malaysia
HR Guide: Procedure and Templates for Leave Administration
Your Employee is Absent or Late Again! What Should You Do?