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Accountability Accountability means being held answerable for accomplishing a goal or assignment. Unfortunately, the word “accountability” often connotes punishment or negative consequences. Certainly, management should not tolerate poor performance and should take action when it occurs. However, when organizations use accountability only as a big stick for punishing employees, fear and anxiety permeate the work environment. Employees are afraid to try new methods or propose new ideas for fear of failure.
On the other hand, If approached correctly, accountability can produce positive, valuable results. Results of accountability The positive results of practicing a constructive approach to accountability Include: 1 -improved performance, 2. More employee participation and involvement, 3. Increased feelings of competency, 4. Increased employee commitment to the work, 5. More creativity and Innovation, and 6. Heeler employee morale and satisfaction with the work.
These positive results occur when employees view accountability programs as helpful and progressive methods of assigning and completing work. For example, managers who involve employees in setting goals and expectations find that employees understand expectations better, are more confident that they can achieve those expectations, and perform at a higher level. Positive results also occur when employees don’t associate accountability only with negative consequences.
If employees do not fear failure. If managers recognize employees for their accomplishments, and if managers support their employees when goals become difficult, employees are more likely to be creative, innovative, and committed to their work. Arguments for practicing constructive accountability are overwhelming. In his book, The Accountability Revolution, Mark Samuel says that “accountability means people can count on one another to keep performance commitments and communication agreements. According to Samuel, accountability can result In increased synergy, a safe climate for experimentation and change, and Improved solutions because people feel supported and trusted. All of these positive results create higher employee morale and satisfaction. Implementing accountability Managers can practice accountability for positive results by following good performance management principles. They can use their agencies’ performance appraisal programs to establish expectations In employee performance plans and SE formal awards programs to recognize employees.
However, merely following the minimum requirements of formal programs is not enough to create the positive environment necessary for constructive accountability. Managers need to: 1 . Involve employees in setting clear, challenging yet attainable goals and objectives, and give them the authority to accomplish those goals; 2. Coach employees when they request help, and support employees In all aspects of the Job; useful performance measures; 4. Provide the training and resources employees need to do the work; and 5. Recognize employees for good performance, both formally and informally.