Creating a Culture of Accountability: 4 Strategies for Sustainable Success

I was chatting with a client the other day and he was getting frustrated that what he was telling his employees wasn’t getting through. 

He’s spent countless hours learning about his employees (and providing them with some great benefits). 

He’s developed a strong rapport and has been intentional about building a great culture. 

And yet - his team was falling short. 

A huge part of it is because he’s struggling to hold his team accountable against his expectations for excellence. 

This is a common struggle for a lot of owners and managers. It’s also a necessity if you want to scale, retain employees, or simply not be frustrated and overwhelmed every time you interact with your team. 

And, as a cherry on top, today’s workers are craving autonomy in their jobs. Which is difficult to provide if you’re not holding them accountable. 

With my team at Auxo Business Services, we’re constantly untangling team chaos to pave the way for sustainable success. In today’s blog, we’re going to share a few of the top strategies that have helped our clients move past surface-level, happy-go-lucky cultures and toward real, high-achieving, satisfied cultures. 

Set Clear Expectations 

Clarity is not just a buzzword and it’s in almost every piece of content we share. It’s the most common cornerstone when we discuss processes, delegation, accountability, etc. Setting expectations isn't just about telling people what to do, it’s about being so clear that what you want (results), when you want it (deadline), and any other important details cannot be misunderstood. If you’re leaving room for misunderstandings, then you’re going to get the “I didn’t know that this is what you wanted” spiel and you’ll be back in a training cycle when you should be moving forward. 

Determine Your Markers Of Success

Goals and KPIs are fantastic and sound great. We definitely want to measure performance and have our team take pride in their achievements. But they only matter if they actually align with what you are wanting them to achieve. 

Before setting metrics, consider what success looks like. What would this person need to do to be successful in this role? Or, how do I know that this department is being successful? This will look different for different companies, departments, and individuals depending on what the overall strategic initiatives or objectives are. 

For example, the residential construction company that hired us to help figure out their processes because their COO is overwhelmed is going to have a different marker of success for us than the mountain-town resort who is having trouble with employee retention. Our being successful with these clients and making them happy isn’t just about getting their processes documented, it’s dependent on meeting their specific markers of success. 

Empower Employees to Take Initiative

Ownership breeds accountability. When employees feel invested in a project or idea, they're more inclined to hold themselves accountable to a high standard (and likely go above and beyond). Find opportunities for your employees to take initiative, be part of brainstorming discussions, and make decisions where possible. By providing opportunities for autonomy and involvement in decision-making, you not only pave the way for a rockstar employee but also alleviate the burden of constant oversight.

Provide Constructive Feedback

Even with crystal-clear expectations, mistakes happen. This where feedback will play a critical role and can either be productive or destructive. Rather than pointing fingers, view feedback as a collaborative opportunity for growth. It's not about fault-finding; it's about guiding your team toward excellence.

Clarity, markers of success, empowerment, and feedback can be transformative in the success of your team. Accountability doesn’t have to be a confrontational burden but a catalyst for excellence. And it’s not enough to just acknowledge the importance of accountability - action is key. 

If you’re still feeling unsure where to start with your team, take our Operational Excellence Quiz to understand where your team stands and what to focus on next to achieve excellence.