5 Accountability Techniques to Share With Your Staff

Dr. Ryan Giffen

Employees who are accountable step up and try to do what is best for your company. These employees will take responsibility for their own actions. Before you address employees about accountability, you must look at yourself. Do you take responsibility for your actions? Do you make decisions with the intent of bettering the workplace? 

In order to help employees become more accountable, it is best to give them clear expectations. These accountability techniques can lead an employee into becoming a much better worker. Not only that, but these techniques emphasize equality, meaning that your employees will feel more valued. A company that prioritizes equity is a company that will prosper. 

1. Ability to Change

For some, this can be the hardest out of all of the accountability techniques listed. In order to maintain workplace equality, some staff members may have to look within themselves to make a change in how they think. It can be very difficult for a person to accept new information or beliefs. However, if they are willing to change their view, they can keep themselves from potentially discriminating against another employee. 

Employees should not be lead to see that only they can change, but should be open to others changing their options too. An employee who has been treated unfairly by a manager may not trust that they are capable of changing or bettering themselves. It is important to be open to giving other staff members second chances, otherwise, communication will be tense. Without good communication, things will begin to fall apart.  

2. Honesty 

As a business owner, you should understand how helpful honesty is. If a staff member feels that another staff member is biased or treating them wrong, their honesty can help you prevent workplace discrimination. The same honesty should be used among staff members. If an employee feels a certain way about the way a manager treats them, they should be able to address the problem honestly without any sort of backlash. 

3. Conflict Resolution 

This workplace accountability technique is a great way of ending large problems before they even occur. A staff that cannot resolve conflict with one another may start to feel negatively towards one another. If a manager cannot resolve an argument between staff members or themselves and a staff member, those staff members may feel undervalued or appreciated. This can lead to workplace discrimination. 

4. Communication

Communication is key in any workplace. Out of all the accountability techniques, this is one of the most important. If your employees do not communicate with one another, they may experience a miscommunication that could ruin their relationship or cause disdain. Just as your employees should communicate with one another, they should also communicate with you. If an employee does not speak up about feeling unequal, the issue may get to the point where they quit. 

5. Consequences 

Immediately, your staff may assume that by mentioning consequences, you are meaning negative consequences. While consequences can be negative, this workplace accountability technique is asking them to think of their actions. This is important, especially when trying to root out workplace discrimination. If your employee views the consequences of an action that they do not realize is discriminatory, they may realize that they will be held accountable for workplace discrimination. Not only that, but it will help the staff member realize that they are capable of workplace discrimination. 

About Dr. Ryan Giffen

With over 20 years of experience, Dr. Ryan Giffen is an expert in human relations and business culture. His career began in hospitality, leading operations and human resource departments for Fortune 500 companies and the like. Not long after, Ryan found his passion for teaching and consulting. He earned a Ph.D. in Hospitality Management with a Human Resources focus from Iowa State University and now works as an assistant professor at California State University, Long Beach. For over a decade, he continues to research and speak on organizational culture, relationship intelligence, and leadership effectiveness. Ryan is also the founder of Inospire, a company helping bosses and employees build stronger relationships with one another.  Lastly, Dr. Giffen is producer and host of the Corporate Shadow Podcast. a show helping everyday employees overcome workplace nonsense.