Foundations of Accountability

When team members have a clear understanding of what’s expected of them, they are more likely to excel, feel valued, and contribute positively to the success of the organisation. On the other hand, when expectations are vague or left uncommunicated, it can lead to uncertainty, disengagement, and ultimately, higher turnover. In this blog, we’ll explore why setting clear expectations is key to fostering accountability and how it can elevate your team to new levels of success.

The Power of Clear Expectations

Imagine starting a job where you're not entirely clear on what you are required to deliver.. You arrive each day unsure if what you are doing is right, and no one seems to guide or support you. Over time, this uncertainty can chip away at your motivation and confidence. Unfortunately, this scenario is more common than you might think. Research by the Australian HR Institute reveals that over 40% of Australian employees feel they do not receive clear communication from their managers about job expectations. This lack of clarity plays a significant role in employee disengagement, which is estimated to affect nearly 70% of the Australian workforce.

Clear expectations are much more than just task assignments; they encompass the behaviours and outcomes you expect from your team. When these expectations are communicated effectively, they provide direction, establish boundaries, and ensure that everyone is aligned. With clarity, even the most talented team members can stay engaged and perform at their best.

The Four Basic Rights at Work

At the core of setting clear expectations are four basic rights that every employee should have in the workplace. These rights are fundamental to creating an environment where team members feel valued and understand their role within the organisation:

• The Right to Know What is Expected of Them: Employees should never have to guess what their job entails. Clear expectations remove ambiguity and offer a clear path to success.
• The Right to Know What They Are Doing Well: Positive reinforcement is crucial. When employees know where they excel, they’re more likely to continue those behaviours and stay motivated to maintain high standards.
• The Right to Know Where They Could Improve: Constructive feedback is essential for growth. Employees should be aware of areas for improvement and provided with guidance on how to enhance their performance.
• The Right to Know the Rewards or Consequences of Their Performance: Understanding the outcomes of their actions—whether positive or negative—empowers employees to make informed decisions and take ownership of their work.

The Accountability Formula

When these four rights are upheld, employees gain clarity, feel appreciated, and understand exactly what they need to deliver each day.

Accountability in the workplace is sometimes misunderstood or overlooked, yet it’s a crucial element of a successful team. Accountability doesn’t just happen; it’s the result of a deliberate process. At its core lies the accountability formula: Accountability = Expectations + Consequences + Follow-Up.

• Expectations: This is the foundation. You can’t hold someone accountable for something they didn’t clearly understand. Expectations must be communicated clearly and revisited regularly.
• Consequences: These can be positive or negative, but they must be consistent and fair. When employees know the consequences of their actions, they’re more likely to take their responsibilities seriously.
• Follow-Up: Accountability requires ongoing attention. Regular check-ins and feedback sessions are essential to reinforce expectations and address any issues before they escalate.

The accountability formula highlights the importance of not just setting expectations, but also ensuring they are followed through with appropriate consequences and consistent follow-up.

Practical Steps to Set and Communicate Expectations

So, how can you effectively set and communicate expectations within your team? Here are some practical steps:

• Be Specific: Vague instructions lead to vague results. Be clear and specific about what you expect in terms of both outcomes and behaviours.
• Use Clear Language: Avoid jargon or overly complex language. Your message should be easy for everyone involved to understand.
• Ensure Expectations Are Realistic: Set achievable goals that are within the team’s capabilities. Unrealistic expectations can lead to frustration and burnout.
• Regularly Revisit Expectations: People forget, and circumstances change. Revisit expectations regularly to ensure they remain relevant and understood.
• Involve Your Team in the Process: Engage your team in setting expectations. When they are part of the process, they’re more likely to buy in and take ownership of their roles.

A culture of accountability starts with clear expectations. When everyone on your team knows what is expected of them, they are more likely to be engaged, productive, and committed to their work. As a leader, it’s your responsibility to ensure that these expectations are communicated clearly, reinforced consistently, and followed up with appropriate actions. By doing so, you’ll not only drive team success but also create a workplace where employees feel valued and empowered to do their best work.

Take a moment to reflect on your own workplace. Are your team members clear about what’s expected of them? If not, now is the time to implement these strategies. Take a look at our Culture of Accountability Workshop.