Promote accountability for staff engagement

Being a business leader has never been easy, but the challenges facing organisations currently makes workplaces even more complex. Fast moving change and uncertainty means accountability and staff engagement can greatly impact the success of an organisation.

The link between accountability and engagement is well established. When employees are held accountable for their work and given clear expectations and goals, they are more likely to feel engaged and invested in their work. Conversely, when they feel disengaged, they may be less likely to take responsibility for their actions or meet their goals. Accountability promotes self-reliance and confidence and, as a result of increased cohesion and alignment, a happier, healthier office culture where employees clearly see the value they bring and are invested in the same vision of the company's success.

To promote accountability, organisations need to provide employees with clear expectations and goals, opportunities for growth and development, and regular feedback and recognition. A culture of transparency and open communication should be fostered, where employees feel comfortable raising concerns or sharing ideas and can develop as part of a team. Failure should be considered a learning opportunity and not a chance for managers to play the ‘blame game’. A healthy attitude to mistakes and failure is therefore needed and staff expectations should be grounded, realistic and achievable.

Accountability and staff engagement are crucial components of a successful and thriving organisation so, by prioritising these factors, organisations can create a more productive and engaged workforce and achieve greater success. From an employee perspective, having a level of personal control to focus on achievable goals and projects means they can manage their own outcomes and grow by learning from their mistakes.