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CREATING
A CULTURE OF
ACCOUNTABILITY
IN THE OFFICE
STATS
84% of staffers
say the way their
leaders behave is the
primary important
factor influencing
accountability
at work.
Actively recognizing
and rewarding
employees is linked
with higher levels
of accountability
among workers.
82% of managers say
they have little or no
ability to successfully
hold their employees
accountable.
91% of staffers say
that holding others
accountable should be
one of their company’s
primary priorities.
Only 15% of corporate
leaders define and
communicate key
results to their staff.
84% of staffers who are
“highly engaged” say
they were recognized
the last time they
exceeded expectations
at work; 25% of
“actively disengaged”
staffers say the same.
MAKE
ACCOUNTABILITY ONE OF
YOUR ORGANIZATION’S
KEY VALUES.
COMMUNICATE YOUR
COMPANY’S PRIMARY
GOALS TO YOUR STAFF.
WELCOME FEEDBACK
WITH AN OPEN-DOOR
POLICY ACROSS
YOUR ORGANIZATION.
USE TIME MANAGEMENT
SOFTWARE AND OTHER
TOOLS TO ENCOURAGE
ACCOUNTABILITY.
HAVE LEADERS ADMIT
WHEN THEY’VE MADE A
MISTAKE AND WHAT THEY
HAVE LEARNED FROM IT.
GAIN BUY-IN FROM STAFF
ABOUT THEIR INDIVIDUAL
CONTRIBUTIONS.
HIRE APPLICANTS WHO
ARE WILLING TO ADMIT
PAST MISTAKES.
USE CONSEQUENCES
FOR CONSISTENT POOR
PERFORMANCE AND
REWARD CONSISTENT
POSITIVE PERFORMANCE.
HOW TO CREATE
INYOUR COMPANY
ACCOUNTABILITY
www.thebalancecareers.com/how-to-build-a-culture-of-accountability-2275828
www.assuredstrategy.com/how-to-build-a-culture-of-accountability-in-3-steps/
blog.mindsalt.com/small-business-time-tracking-software/
monday.com/blog/teamwork/workplace-accountability/

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Creating A Culture Of Accountability In The Workplace

  • 1. CREATING A CULTURE OF ACCOUNTABILITY IN THE OFFICE STATS 84% of staffers say the way their leaders behave is the primary important factor influencing accountability at work. Actively recognizing and rewarding employees is linked with higher levels of accountability among workers. 82% of managers say they have little or no ability to successfully hold their employees accountable. 91% of staffers say that holding others accountable should be one of their company’s primary priorities. Only 15% of corporate leaders define and communicate key results to their staff. 84% of staffers who are “highly engaged” say they were recognized the last time they exceeded expectations at work; 25% of “actively disengaged” staffers say the same. MAKE ACCOUNTABILITY ONE OF YOUR ORGANIZATION’S KEY VALUES. COMMUNICATE YOUR COMPANY’S PRIMARY GOALS TO YOUR STAFF. WELCOME FEEDBACK WITH AN OPEN-DOOR POLICY ACROSS YOUR ORGANIZATION. USE TIME MANAGEMENT SOFTWARE AND OTHER TOOLS TO ENCOURAGE ACCOUNTABILITY. HAVE LEADERS ADMIT WHEN THEY’VE MADE A MISTAKE AND WHAT THEY HAVE LEARNED FROM IT. GAIN BUY-IN FROM STAFF ABOUT THEIR INDIVIDUAL CONTRIBUTIONS. HIRE APPLICANTS WHO ARE WILLING TO ADMIT PAST MISTAKES. USE CONSEQUENCES FOR CONSISTENT POOR PERFORMANCE AND REWARD CONSISTENT POSITIVE PERFORMANCE. HOW TO CREATE INYOUR COMPANY ACCOUNTABILITY www.thebalancecareers.com/how-to-build-a-culture-of-accountability-2275828 www.assuredstrategy.com/how-to-build-a-culture-of-accountability-in-3-steps/ blog.mindsalt.com/small-business-time-tracking-software/ monday.com/blog/teamwork/workplace-accountability/