Here at One Janitorial accountability is something we hold all our employees and leaders to. How would I define Accountability? It’s taking responsibility for not only the outcome of a situation; but also for, the thought process which goes into following through with direct instructions and decision making. It is understanding that you have set duties or goals; placed by an employer, family member, or yourself and in accepting these responsibilities you are knowingly taking on the role to see it through to the best of your ability.
So how do we hold ourselves and our employees to this extremely important standard of accountability?
The first thing you should do is set very clear expectations. The best way to do this is by communicating exactly what needs to be done and the outcome you are looking for, how you intend on defining the success of the task, and how to go about achieving the objective. To ensure a full understanding this discussion needs to be done as a two way conversation. This will allow the person at hand to disclose to you how they see themselves achieving the set goals, and gives you the opportunity to ask them to summarize the conversation, ensuring you are both on the same page.
Before assigning a task to someone you need to ensure that their skill level and knowledge is at par with the objective, if it isn’t you are setting them up for failure. Discuss any additional resources or training needed to see the task through. Be sure they are aware that if they do not feel competent to achieve this it needs to be expressed immediately, as they will be held accountable for the outcome.
Direction and Support
Set weekly milestones together with clear and objective targets, if these milestones are not being met jump on the problem as soon as you recognize it. Work together to brainstorm a solution, find a fix, and redesign the schedule. Ensure that you are responding in a way to get the person in question back on target.
Clear Feedback/Holding Accountable
It is of the utmost importance that open and honest feedback is being given throughout the process. If there are clear goals and milestones you can give fact-based feedback with great ease. Is this person meeting their targets? Are they keeping their end of agreed upon competence? In this process of checking in you should always ask if the person at hand needs anything from you, or if you can be doing something to be more helpful. By giving direct and honest feedback you are continually holding your staff accountable and providing reminders of the initial expectations conversation.
Reward vs Consequence
Rewards for a job well done are just as important as consequences, rewarding creates drive and focus, alongside a feeling of appreciation that plants the seed for loyalty! Appropriate ways to reward a job well done are as follows: Praise, Recognition, Acknowledgment, and allowing the opportunity for greater authority and control. Providing consequences will set a strong tone of accountability for the next task your employee receives, some common methods for this are reprimanding them, tighter monitoring, shortened timelines, and less authority and control.
At the end of the day accountability falls on the manager or supervisor, if you aren’t holding yourself accountable to following these simple steps, how can you expect your staff to behave any differently?