Effective managers can make a company. Ineffective managers can destroy it. When you think of an effective manager, what does that look like? While you may be able to think of a variety of characteristics, team accountability is likely near the top. But what is the difference between a manager that is effective in creating accountability versus micro-managing his coworkers’ every move?
Micromanaging involves the inability to fully trust your team to get the job done. You may try to redo the task if it is not completed the way you would like. It may be difficult to delegate tasks if you don’t feel that your team will do the job as well as you would. If you are constantly checking in and the team needs your approval for every decision there may be an issue with micromanaging. This will cause your team to lack confidence and trust, and cause a decrease in morale. You will likely be a victim of burnout because of trying to do everything yourself.
Accountability involves stepping back and having a conversation with your team to check-in on the process. The team is aware of the expectations in place and the manager is checking those expectations are becoming results. The employees know the why, what, and the when. The “how” is up to them. You are giving your team your confidence that the task will be completed. This helps your team feel supported and empowers them to bring their best each day. Accountability creates a healthy work environment for everyone.
If you have managers that have a more “hands off” approach, moving towards accountability can feel like micro-managing to the manager and the employees. How can you ensure you are promoting accountability in the workplace?
Four Ways to Promote Accountability
- Delegate
It’s time to set aside perfectionist tendencies and stop doing tasks that can be effectively completed by others. You may think only you can do the job correctly or complete it in a timely fashion, but by not delegating tasks, you are running the risk of burnout. Your coworkers will easily see your need to maintain control. Delegating will lighten your load, inspire others to learn new skills, give your team more momentum and create company unity.
- Set clear expectations.
By setting clear expectations, you are giving your team confidence that they will get the job done well. Unclear expectations cause confusion and lack of confidence. When everyone knows the task and what it takes to complete it, everyone gets to share in the intrinsic reward of achieving that task. Make sure the expectation is clear, and the team members know their role in completing the task. The team should also know everyone’s role in completing the project so there is no confusion as to who does what job. Identify what their completed task looks like so that they know when their job is done. Finally, ask for understanding of the task at hand.
- Make realistic deadlines.
The team should know what is expected of them, but they also need to know the deadline for completing their task. They should be aware of the timeline for completing the project so they can feel empowered to manage their time and get the job done. Discuss the steps needed to complete the project to create a manageable timeline.
- Check in with moderation.
Constantly checking in with the team can insinuate you do not trust your team. Inform them you will check in with them at a specific time so that they have the opportunity to make their own progress on the task without your interference. Having regular check-ins keeps the project on track. You will also be able to troubleshoot or redirect any potential problems. This builds trust that you are not trying to do the job for them, but also available to give input and guidance if necessary. Checking in gives the opportunity for feedback, whether constructive or positive.
Overall, accountability in the workplace motivates and empowers. Workers can feel like they are supported yet are contributing to the overall mission of the company. Micromanaging only causes burnout and frustration. Take the time to identify areas where micromanaging may be an issue. And then move toward delegating, setting clear expectations, making realistic deadlines and checking in moderately. You, your team and the company will benefit as a whole.
