Across all sorts of industries, employee accountability is key for a thriving business. An increased sense of accountability will help your company grow because workers will know how pivotal a role they play in the success of the organization. Having a set of company-wide standards or values can go a long way in increasing employee engagement and accountability, but expert management is extremely important, as well. After all, managers account for at least 70% of the variance in employee engagement scores for businesses.
If your business is struggling to keep your employees productive, accountable, and engaged, your company could benefit greatly from employee development training. Our employee development programs focus on leadership development and employee empowerment, which allows your workers to become more invested in their jobs and their reasons for doing them. They’ll then become more involved in your organization as a whole, which will improve both company culture and accountability. But if you’re looking for ways to improve employee accountability on your own, an increased emphasis on management, company standards, and increased employee training for new hires will help. Let’s take a closer look at a few of the ways you can accomplish these goals.
- Make smarter hiring decisions
When you take the time to create a great company culture, you also need to take your time when deciding on new additions to that company culture. During candidate interviews, make sure applicants have a thorough understanding of what it’s like to work at your organization. Not only do you need to determine whether this person is right for your business, but they need to decide whether your company will be a good fit for them. You also need to keep certain soft skills in mind when deciding who to hire; while soft skills training is a possibility, you’ll ideally want to look for candidates who already possess these skills going in. They’re often just as (or even more) important than an impressive résumé. By making a poor hiring decision, you’re using valuable time and money to train someone who likely won’t add to your culture.
- Don’t praise mediocrity
Be careful that your culture doesn’t end up rewarding the bare minimum. Your longtime employees should be held to the same standards as everyone else, and those standards should always be high. Otherwise, new hires may start strong but may quickly realize that they are the only ones putting forth the effort. Don’t put forth the idea that doing “just enough” is acceptable or, worse, worthy of praise. Instead, reward employees who consistently go above and beyond; this will make them feel appreciated and encourage others to do the same.
- Communicate clear standards
You need to have set expectations and standards for your organization and communicate them clearly to all employees. In addition, managers need to do their due diligence when they see these expectations aren’t being met. Of course, that doesn’t mean firing an employee the first time these expectations aren’t met, but it does mean that you should not let consistent poor performance or a total lack of contribution and responsibility slide. The bottom line is that if an employee isn’t meeting those standards, your organization may not be right for them. Working with your employees to create or amend these standards can be a great way for them to feel engaged and accountable.
Establishing an employee development program can be pivotal for the success of your entire business. To find out how our employee development programs and other training courses can help you reach that next level, contact us today.