#EquityAndInclusion Archives

Accountability means an obligation that an individual or team accepts to take ownership of. It is about taking personal responsibility for a job to be done. We can easily achieve this by simply showing up and doing the things that one has committed to. While doing so, we must trust our teammates and know that we can count on each other to get things done.

Why is accountability important?

For an organization to achieve its full potential, it is vital to build a healthy accountability culture across the board.

As a leader, do you face difficulty in getting your teams to showcase accountability?

If you answered yes to the above question, you have come to the right place.

You’ll notice that your employee’s job satisfaction levels increase when you let them own a piece. What does owning a piece mean? It does not mean that you are giving them ownership of your business. You are giving them the freedom to make decisions and making them responsible for their actions at work. Companies that adopt a culture of accountability have proven to improve their productivity by setting expectations and eliminating surprises for their employees.

Make your team accountable

How to build an accountability culture in your organization?

The transformation of your leadership style to accommodate an accountability culture might seem overwhelming at the beginning, but as you embark on this journey, you’ll notice that your teams have aligned with your company’s values and they have become more competent than before.

Let’s look at some of the key elements in shaping your company’s accountability culture.

Define Accountability

The first step in setting up an accountability culture in an organization is for leaders to have a clear definition of what, who, and how chalked out. There should be clarity on the expectations, what are the immediate goals and future goals, their timelines, how to measure growth, and ensuring that the resources to deliver are made available. If you don’t know how to define your company’s accountability culture, we can help you with it. Ask us how at mike@p2linc.com

Discuss Choices

The next step in the path of nurturing an accountability culture in your organization is to have conversations with your immediate team members and employees at the designing stage. We can collate this by conducting surveys, and weekly or monthly meetings. Engaging your teams to know what will motivate them will help you establish an accountability relationship. Giving employees the needed autonomy to accomplish their tasks with a focus on company goals will lead to an increase in productivity.

Identify Obstacles

Then comes the most exciting part of the accountability culture-building process, which is tracking your company’s progress. Collect data to track employees’ understanding of the company’s objectives and their personal goals. Aligning individual growth with that of the organizations eliminates ambiguity and builds healthy employer-employee relationships. That brings us to the next step of communication through mentorship.

Offer Mentorship

It’s time to use the metrics and identify employees who need mentorship. Not having clarity on what’s next builds stress and reduces the ability to perform. Knowing where we stand in the game helps us to figure out our next move. Offer coaching to your executives from time to time so they clearly understand their responsibilities, thus making them accountable for their actions.

Offer mentorship to build accountability culture

Recognize Results

The ultimate step of inculcating an accountability culture within your teams is to recognize every small and big milestone of everyone in the organization. Peer elevation plays an immense role in keeping employee motivation in a healthy place, resulting in them taking ownership of their actions and consequences.

Send in your enquiries to know how you can build an accountability culture that’s best suited for your organization. Our team will be happy to equip you with the five-step model to create accountability within your teams.

eLearning is not a new concept. However, with the fast-paced digital transformation that’s happening at workplaces, online learning can be twice as enriching as classroom training. We can’t agree more on that, can we? But every time companies embark on this journey, there are a few common questions that arise, and human resource managers have an added responsibility to convince both management and employees to get on board with the idea of online learning. We have simplified these roadblocks into five steps that will make your digital learning transition seamless. Let’s see how.

Identify areas of improvement

The first and the most important step in designing an online learning program for your employees is to identify areas where resources are lacking the skills to deliver their best. Every project poses a new set of challenges. A close study of the problems and identifying the root causes can help businesses to come up with a learning plan.

We gain most of our technical skills through academic studies. And, when people face actual business situations such as dealing with a customer conflict or facing a client with a business pitch presentation, many skilled employees struggle. When organizations plan for training their employees to enhance their soft skills, they are better equipped for success.

Ask your employees

After identifying areas of improvement, the next crucial step is to have an open conversation with your employees. Find out what their expectations are for training. Just offering a training program that’s not adding value to their growth within the organization makes no sense to them and they will be reluctant to take part in the program. On the other hand, when employees are part of this planning, they feel invested in the organization and this helps with employee retention in the long term.

One way to achieve this is by gathering data through surveys to understand what employees want. Another method is to conduct employee skill assessments and give them a learning plan that’s customized to their needs. This will eliminate lethargy in learning and motivate employees to advance their skills with a sense of accomplishment, as they can see their individual progress alongside business growth.

Survey, one of the 5 factor to consider before starting an eLearning program

Align your eLearning strategies to your goals

When planning an eLearning program for your organization, it is only prudent to keep the company’s business goals in mind. This can differ from business to business. Since setting up an online learning program for your business is an investment, expecting a return is a natural outcome.

We can measure the results of traditional learning methods only after the completion of the training period. Since they are in a classroom set up with no access to real-time work conditions, measuring success has to wait. Whereas microlearning methods allow learners to learn just the needed skill and test it in live scenarios. This allows businesses to measure instant success rates.

Companies can therefore design eLearning and development strategies to reach multiple short-term and long-term goals.

Convince your audience

Convincing your audience is the toughest part of designing an online learning program. There can be many hurdles because of the differences of outlook between people of different generations, and other times because of the various backgrounds of people.

eLearning can be an intimidating concept for a few and for some it could be the reluctance to change the old ways of learning. We can change these fears and resistance only with the help of well-researched data from successful outcomes. At P2L, we can show you how companies have been able to reach their desired goals with our Plan to Learn strategies.

Happy employees who have factored 5 things before starting an eLearning program

Take-off on your success flight

Now that we have carefully understood and overcome barriers in setting up an online learning program, the last step is to come up with a program plan that works for your business. Here are a few tips that have helped companies build a successful learning strategy.

Once you have identified the areas of improvement, included your employees in planning, aligned your learning plan with your business goals, and convinced your audience, put a roadmap together for a smooth take-off.

For this reason, you should not look at learning as an event that needs your attendance, but rather, think of it as a process that changes with changing times. And for change to happen, we need to set out on the first step. Let us be part of your change, email us at mike@p2linc.com

Tag: #EquityAndInclusion

Accountability