Sometimes, leaders implement strategies to encourage employees to take ownership, strive for excellence, and contribute meaningfully to the organization’s success and those employees still fail to take accountability.
In these cases, leaders may need to take additional steps to get these employees to buy in.
Understanding and Addressing Performance Challenges
When an employee’s accountability is waning, it’s important to approach the situation with both support and clear expectations. Here are some strategies to consider:
Start by having a private, empathetic conversation with the employee. It’s helpful to explore if anything in their personal life might be affecting their work performance. Sometimes, external stressors can significantly impact an individual’s focus and capacity. During this discussion, if applicable, remind them about the Employee Assistance Program (EAP). This program can provide confidential support for a wide range of personal and work-related issues, offering a valuable resource without requiring them to disclose specifics to you.
It’s also worth gently probing into their professional morale. A dip in accountability can sometimes stem from low self-esteem or a lack of confidence in their abilities. Understanding the root cause of these feelings can help you provide targeted support or development opportunities.
Redefining Roles and Responsibilities
Consider strategies that can shift the employee’s perspective and engagement:
- Foster Mutual Accountability: To help an employee understand the full weight of accountability, you might consider assigning them a mentorship role or a task where they are responsible for another’s output or development. This experience can provide valuable insight into the challenges and importance of upholding standards and commitments from a leadership perspective.
- Assess Job Fit and Growth Opportunities: Sometimes, a decline in performance or engagement isn’t about capability but about fit. The employee might not be in the best role for their skills, personality, or career aspirations. They could be bored, feel unchallenged, or have outgrown their current responsibilities. Take time to evaluate if a different position within the organization might be a better match. This could involve lateral moves, promotions, or even re-evaluating their current job description to better align with their strengths and interests. Finding a better fit benefits both the employee and the team’s overall productivity.
Implementing Progressive Discipline
If, after exploring the above options, performance issues persist, it may be necessary to move towards a more formal approach.
- Utilize Progressive Discipline: Follow your organization’s progressive discipline process. This typically involves a series of steps, starting with verbal warnings, moving to written warnings, and potentially leading to suspension or, as a last resort, termination. This process ensures that employees are given clear notice of performance deficiencies, opportunities to improve, and a structured path for resolution, maintaining fairness and compliance with company policy.
When you implement these accountability strategies, you’ll build a culture where employees are motivated to take ownership, excel in their roles, and meaningfully contribute to the company’s success.
Donna Schilder