Support through your toughest HR challenges: A network of 285,000 HR professionals.
Shawn Premer shows how doing the right thing for employees leads to positive business results.
Is your employee handbook keeping up with the changing world of work? With SHRM's Employee Handbook Builder get peace of mind that your handbook is up-to-date.
Build competencies, establish credibility and advance your career—while earning PDCs—at SHRM Seminars in 12 cities across the U.S. this spring.
#SHRM18 will expand your perspective – on your organization, on your career, and on the way you approach HR. Join us in Chicago June 17-20, 2018
Getting people to take ownership of their jobs starts with managers who own theirs.
Members may download one copy of our sample forms and templates for your personal use within your organization. Please note that all such forms and policies should be reviewed by your legal counsel for compliance with applicable law, and should be modified to suit your organization’s culture, industry, and practices. Neither members nor non-members may reproduce such samples in any other way (e.g., to republish in a book or use for a commercial purpose) without SHRM’s permission. To request permission for specific items, click on the “reuse permissions” button on the page where you find the item.
Accountability is apparently a big problem. According to a
2013 survey of by AMA Enterprise, a division of the American Management Association, a fifth of business leaders believe that 30 to 50 percent of employees aren’t held accountable for their performance.
The steps for ensuring accountability are not new.
And yet, the challenge continues.
Conventional wisdom holds that this is a worker problem. Participants in my management and leadership programs lament the declining work ethic and lack of loyalty. They talk of employees who merely rent their jobs rather than owning them. For them, the solution is to get tougher and dole out discipline. But what if conventional wisdom is wrong? What if the lack of accountability is a leadership problem?
The difference between leaders who inspire ownership and those from whom employees merely trade time for money has less to do with strategies and techniques than it does with the mindset with which they approach their responsibilities. The best leaders are guided by the following beliefs:
Does It Work?
Think of a teacher, mentor, or coach who meant a great deal to you and answer the following questions:
One last question: Was your response to them and performance based on the authority of their position or on your relationship?
Leaders who struggle with other’s accountability view their job as mandating compliance. Those who get accountability right know that most people want to do great work. They view their job as creating an environment where commitment and self-discipline are volunteered. Here are three things you can do right now to build a culture of volunteered accountability:
Employees show up on their first day at work wanting to take ownership and succeed. Somewhere along the way, some will decide to do as little as possible. How many employees take that path may very well depend on you.
Randy Pennington is an award-winning author, speaker, and leading authority on helping organizations achieve positive results in a world of accelerating change. Visit
firstname.lastname@example.org for more information.
You have successfully saved this page as a bookmark.
Please confirm that you want to proceed with deleting bookmark.
You have successfully removed bookmark.
Please log in as a SHRM member before saving bookmarks.
Please sign in as a SHRM member before saving bookmarks.
Please purchase a SHRM membership before saving bookmarks.
An error has occurred
Recommended for you
Talent Attraction Study: What Matters to the Modern Candidate
SHRM Annual Conference & Exposition
SHRM’s HR Vendor Directory contains over 3,200 companies