Ask the EXpert: How to create a culture of accountability?
Dear EXperts,
My team has grown significantly in the past year but we’re now starting to see some dips in performance. How can we instil a sense of commitment and create a culture of accountability during this next phase of our company’s growth?
– Founder and CEO, SaaS Startup
Our EXpert advice
First off, congrats on the epic growth your team has seen over the past year! You’re definitely not alone in the challenges you’re now facing.
An interesting way to think about a team is like a high-stakes game of Jenga. Each team member is a crucial block, and when everyone pulls their weight, the tower stands tall and strong. But when someone's slacking off or dropping the ball, well, you know what happens... it's all fun and games until the tower comes crashing down!
It’s great that you’re noticing some wobbles early, so let's dive into how to sprinkle some magic accountability dust on your team and get them back on track!
Set clear expectations: It’s absolutely crucial that roles, responsibilities, and goals for each team member are clearly defined. Make sure everyone knows what's expected of them and how their contributions align with the overall mission of the company.
Empower your team: Give your team members the autonomy to make decisions and take ownership of their work. Encourage them to think creatively and take initiative in solving problems. Want a cool framework to help? Check out the decision-making matrix below.
Give regular feedback: Check in with your team often to provide feedback on their performance. Offer constructive criticism when necessary, but also recognise and celebrate their successes. Be clear to be kind.
Review progress together: Schedule regular team meetings to discuss progress, address challenges, and brainstorm solutions together. This not only fosters a sense of accountability as people are required to share updates, but it boosts collaboration, too.
Lead by example: As a leader, role model accountability in your own actions. Be transparent about your own successes and failures, and hold yourself to the same standards you expect from your team.
Don’t micromanage, ever: Trust your team to do their jobs effectively and support them in their efforts. Avoid micromanaging at all costs and instead focus on providing guidance and resources to help your people succeed.
