It is a given fact that employee loyalty can never be forced and has to be fostered carefully so that it provides a sense of ownership over one’s work. When organizations help employees to develop this, they are able to keep employees for a longer time period and even keep high performing individuals through higher levels of satisfaction and productivity.
Gaston Dsouza is a highly sought-after communications specialist who loves compering
too, believes engagement and ownership should be developed at the start of the employees associated with the company. This is easier than trying to correct an indifferent attitude at a later date when it becomes more difficult.
Accountability has to be nurtured
If you think that accountability is about assigning someone a task and then holding him to its quality and completion. However, this can prove to be counterproductive when you are in the quest of nurturing an engaged employee. To develop an engaged employee, accountability is all about ownership and self-investment. You are virtually assured of a happy office culture when all employees are focussed towards the organization’s growth. This happens primarily because there are better unity and alignment towards a common goal, organizational success.
Employees do not need to be micromanaged when accountability is practiced at all levels within the organization. Through accountability, it becomes possible to breed self-confidence and independence. This way, an employee looks at responsibilities as problems to solve and challenges to meet. Employees who are aware of their role, engage in their responsibilities with higher levels of energy and dedication.
How to cultivate a responsible culture
These are the three tenets leaders can follow to foster personal accountability:
1. Become a mentor: While few employees are able to grasp work challenges quickly,
many of us are unable to do so till they receive support. Good leaders help such
employees and those who cannot sustain for long, by making themselves available
and aligning an employees’ strengths with the company’s goals.
2. Ask for Feedback and incorporate it: As a leader, you should encourage transparency on a daily basis and during team discussions. This helps in giving employees a much-needed voice and brings new ideas to the fore, as employers find the right platform where solutions can be tried and tested. Great leaders understand their team’s strength and activate it to meet organizational goals.
3. Encourage Coaching: Apart from being a coach to employees, a leader should encourage older employees to coach new employees. In this way, not only do the mentor/coach feel empowered, the new employees feel included and valued right from the beginning
As a path-breaking trainer and Emcee in India, Gaston Dsouza recommends these steps so the employee is left to focus on things that matter while you reinforce your position as a leader too.