Accountability in Action:
From Responsibilities to Results
What happens when nobody is held accountable?
Imagine this: there's an employee in your team—let's call them Sam. Sam is great at making excuses; they miss deadlines, arrive late to meetings, and blames others when things go wrong. Yet somehow, Sam gets away with it every time. The rest of the team notices, morale drops, and soon, others start to follow his lead. What went wrong? This is a classic example of what happens when accountability is missing from a team or organization.
So, what is accountability?
Accountability is an obligation or willingness to accept responsibility for actions.
Accountability is not about blame. It’s about ownership. When accountability is present, people do what they say they will do, take responsibility for the outcomes—good or bad—and learn from their experiences!
How do we easily hold each other accountable?
To build a culture where accountability thrives, you need a clear, simple framework. Here’s a three-step model you can apply with your team:
Set Goals (“The What”)
Goals create direction. They provide clarity on what you're working toward and why it matters. Without goals, people can drift, and priorities can get lost. Example: “Our goal is to increase customer satisfaction scores by 10% in the next quarter.”
Set Expectations (“The Why”)
Expectations define what success looks like day-to-day. This includes timelines, standards, behaviors, and responsibilities. Example: “Everyone is expected to respond to customer emails within 24 hours.”
Set Agreements (“The How”)
Agreements are commitments that are mutually understood and accepted. They’re not dictated—they’re co-created, which makes them stronger and more sustainable. Example: “We agree that by Friday, each team member will submit three customer feedback summaries.”
How to hold someone accountable (without drama)
Holding someone accountable doesn’t have to feel awkward or confrontational. In fact, when done right, it strengthens trust and performance! Here is a simple 3-step conversation structure to help you get comfortable talking the accountability talk:
Recognize – Acknowledge the situation. “Hey Sam, I noticed you’ve been submitting your reports late the past two weeks.”
Restate – Retell the original expectation. “We agreed that reports would be submitted by 3 PM every Friday.”
Remind – Remind them why it matters. “Getting these reports in on time helps our the team meet deadlines and keeps our project on track.”
It’s not about catching someone doing something wrong. It’s about reminding them of the shared commitments and the impact of their actions. It is about helping each other because we care.
Final Thoughts
Accountability isn’t a one-time conversation or a performance review checkbox. It’s a culture you build—through clarity, consistency, and courageous conversations. So next time someone like Sam starts slipping, remember: Set clear goals, expectations, and agreements—and don’t shy away from the accountability conversation. You’re not just managing performance; you’re building trust, and you’re driving performance results.
