Creating a Culture of Trust & Accountability within Your Team

When your team members don’t trust you, they’re not going to care if deadlines are missed or mistakes are made. Likewise, if they’re not held accountable for unsatisfactory performance, then finger-pointing and blame can come into play. It’s a recipe for a toxic workplace culture. The good news is that by taking a few simple steps, you can improve trust and accountability on your team. Here’s how.

Define expectations.

Too often, managers set expectations that aren’t clear, or they keep changing. This leads to confusion and disengagement. Instead, make sure each individual employee clearly understands what you expect from them and when. Also, talk together as a team so everyone is on the same page in terms of expectations and timelines.

Take a partnership approach.

Look at your employees as partners who are there to help you achieve company goals. When you have that perspective, you can work together to establish clear deadlines and realistic objectives. In addition, explain to your employees the role their work plays in the bigger picture. When they understand how important they are, they will be more driven to achieve goals and meet expectations.

Make sure they have the resources they need.

If your employees lack certain tools or resources to get the job done, then you need to step in and provide support. Talk to each one and find out what they need and areas where they’re lacking. Then make sure they get the right level of support and the necessary resources to meet your expectations. Make sure you have an open-door policy, as well, so they’re encouraged to ask questions and come to you with concerns.

Create checkpoints and monitor progress.

A key part of accountability involves monitoring progress. Make sure you are regularly checking in with your employees to find out about progress, concerns, questions, and challenges. Be specific about what you task them with. For instance, if you want a certain report completed within one week, don’t say you want it “soon.” Say you expect it by Friday.

Give and get feedback.

Everyone needs feedback, even you. Take time to offer positive feedback and constructive criticism to your employees on a regular basis. It doesn’t have to be a formal meeting, simply a casual conversation. At the same time, ask for feedback about your performance and ways you can improve. When it’s a two-way conversation, you will build more trust and forge deeper bonds that will benefit the team.

Need help hiring for your team?

Let Provisional Recruiting help. As a leading staffing firm serving Coeur d’Alene, ID, and Spokane, WA, we can connect you with top talent, so you can build a high-performance team. Get started today!

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