One of the key initial rules in deploying Lean Methodologies is to assign a specific owner to a process, task or assignment ... Not a department but an actual person’s name ... So enjoy ...
Accountability holds the workplace together. When you have confidence that people will do what’s needed, you can move forward with purpose. But when you’re not sure that deadlines will be met, or that employees will finish what they start, you can’t make even the most basic plans.
So how do you create a culture of accountability in your organization? Here are some basics:
• Set clear expectations. Tell employees exactly what you’re looking for. They can’t be held responsible for results they’re uncertain of. • Pay attention. Stay on top of what your employees are doing. Be sure you’ve got an accurate picture of any performance problems before taking action. • Address problems promptly. You’re accountable for raising issues while they can still do something. If you delay, employees will assume you don’t take accountability seriously. • Show respect. Enforcing accountability doesn’t give you the license to humiliate anyone. When you have a problem to discuss, take an approach that’s straightforward and honest, but shows sensitivity for the other person’s feelings. • Stay consistent. Apply your standards even-handedly. If you let Employee A slide on a deadline and then bring Employee B in for a chat about his or her missed target, everyone will notice, and few will understand what you’re really after. • Take a positive approach. “Holding employees accountable” doesn’t have to be negative. Telling people how close they are to a goal, or what they need to do right, can motivate them to excel. Don’t save feedback for problems; use it to keep employees focused when they’re doing things right. organization.