The downfall of many organisations is a lack of accountability. No matter what they promise, accountability can get lost in practice. Companies often make empty promise, but it needs to be a core value. Accountability breeds success for everyone.
Accountable organisations do what they say and take 100% responsibility for their actions, or inaction. When a company says it is accountable there is an implication there are mechanisms in place for its implementation. Companies need processes for staff to follow to achieve organisational best practice.
Accountability in governance
Working with organisations you want to know they mean what they say. That core values are not mere words, but that they live by them. Accountability at the top level comes down to whether a board and its leaders are serious. And, whether they assess their company in a balanced way. It should be a part of organisational culture from the top down.
Accountability needs to relate to everyone across the organisation. It should be part of the business model, ingrained into the company strategy. It is all about how a business addresses risks and business viability and values.
So, what does it come down to?
When leaders empower their people, they take ownership of what they do. It promotes trust and loyalty that flows through to clients and customers. Corporate governance needs to give its people the responsibility they need to own what they do, say and how they behave.
Organisations that listen to their people reach new heights of accountability. Giving people responsibility and a voice means they take ownership of what they do. It is all about trust and ownership. When people have control and input, they own their decisions and outcomes. No matter what these are. Nothing is too much trouble to get it right. And, if there are mistakes or things happen beyond their control, they take inordinate steps to make ‘things right’. But, your still need standards to work to. Trust goes a long way when the people your work with are left to do the job within guidelines.
But, when others control how work gets done, there is little accountability or ownership of the results. Not hearing people promotes a culture of relying on others for everything. There is no accountability when organisations set out exactly how staff should work.
Promote trust, honesty and integrity
There is no point leaders motivating others with pep talks, moving responsibility for decision making or demanding accountability. These are mere words if people know there is no substance behind them. It shifts blame away from management when decisions are not made in collaboration.
Promote trust, honesty and integrity in your people, including those outside your organisation. Clearly define the results you want and give your people the control to deliver these based on guidelines and standards.
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