Isn’t it every business owner’s dream to step away from their daily tasks and see their business thrive independently? The moment my business generated revenue while I was on vacation marked a transformative milestone – it was no longer just a job; it had indeed become a business.
The secret sauce? Surround yourself with remarkable people, provide them with adequate training, equip them with the necessary tools, and most importantly, celebrate their successes!
And celebrate by holding them accountable!
Too often, I encounter business owners who shy away from employee accountability. This hesitation can sabotage the joy that comes from witnessing a team flourish. Lifting these barriers can breathe new life into your workforce.
I have a client whose owners and team are now reaping the rewards of strong employee accountability—it wasn’t always this way. We had to dismantle a few barriers first!
Barrier 1: Misunderstanding “Accountability”
During a coaching session, we discovered a significant obstacle: a fear of holding employees accountable. The owner had previously attempted to enforce accountability, but employees quit after being reprimanded, leaving the owner with the hassle of hiring replacements.
These experiences fostered a detrimental belief:
Employee accountability = People will quit
While these experiences were real, they were also self-limiting.
But what about when employees excel? True accountability highlights and acknowledges when your team performs well.
Good employees aim to excel. Accountability provides positive feedback, reinforcing that they are on the right path. As soon as the owner internalized this, the team’s morale and productivity soared!
Barrier 2: Inadequate Performance Metrics
Effective accountability hinges on timely and precise performance metrics. Your team needs regular feedback—daily or weekly—on their performance. High-performing employees inherently strive to do well every day, and performance gauges should offer feedback that mirrors their internal aspirations.
Remember, employees dislike being micro-managed. Often, accountability is mistaken for micromanagement. Effective management involves clear expectations and active listening to employee feedback.
Upon recognizing a performance issue, my client sought the employee’s input. When an employee proposed a successful solution, my client ensured to acknowledge every instance it worked. It is much more rewarding to commend the 99 times things go right, rather than harp on the one time they don’t.
Business owners often expect employees to behave like them; in truth, they desire employees to be responsible. Employees prefer clear guidance from the owner and recognition for their solid performance.
Success is also evident in the workplace “vibe”—when things go smoothly, you can feel a positive energy, which perpetuates more good energy.
A Challenge for You
Identify team members who are excelling today. Observe and recognize their achievements with specific, immediate feedback. If they completed three tasks as planned, acknowledge that accomplishment.
Why not celebrate the positives more?
Positive energy breeds an enjoyable atmosphere. Proper accountability leads to your employees feeling proud of their hard work, culminating in celebrating their personal goals.
My client now enjoys a vibrant workplace, enhancing their business life and unlocking new opportunities with newfound confidence!
Do you agree? Can you say, “Life as a business owner is great!”?
