Have you ever worked for a company that had an ideal culture?
Too many, unfortunately, haven’t had that privilege.
But if you’re among those fortunate enough to have experienced a solid company culture, you probably worked in an environment where everyone felt valued, supported and motivated to do their best work.
With those qualities in action, and a team of people feeling supported, many might be tempted to think that a solid culture is all a company needs to see the best work from their people. Those who haven’t experienced a truly solid culture may think that, in such an environment, employees must naturally work and behave in ways that benefit their company and everyone around them.
This couldn’t be further from the truth, however.
How Accountability and Culture Go Hand-in-Hand
Accountability plays a key role in fostering and maintaining a solid company culture. And without it? A thriving company culture can begin to fall apart before your very eyes.
Here’s how accountability and culture go hand-in-hand.
Ensure that the Words on the Wall are Happening in the Hall
Many are used to their company’s core values, which exist as words on their organization’s walls (or in banners across their organization’s website).
But that isn’t where they should stay. Here at Up Your Culture, we often ask, “Is what’s posted on the wall happening in the hall?” Sadly, too many are answering, “no.”
In ENGAGE 2024: The Company Culture Report, we found that 51% of employees don’t see people demonstrating their company’s core values. That’s over half of respondents saying they aren’t regularly seeing their colleagues exhibit the behaviors that are expected of them!
Sure, core values are great for posters and websites, but they only come alive when they're reflected in everyday actions.
A culture of accountability bridges the gap between aspiration and reality. When team members are held accountable to the company's values, it ensures everyone is working towards the same goals and behaving in a way that aligns with the company's identity.
Without accountability, employees can become discouraged, leading to an almost immediate erosion of trust.
Establishing Trust Takes Time. Compromising It Takes Two Seconds.
ENGAGE 2024 also found that 87% of employees believe their leaders tolerate behaviors that don’t align with their company’s core values.
Imagine that for a second. You’re working hard, doing your best to live up to the ideals your company theoretically wants to see from you and your co-workers. Then, one day, you witness a company leader gloss over the actions of a colleague that actively works against your organization’s core values.
You would feel frustrated, right? And what would you think of that leader who failed to hold that colleague accountable? You would think less of them. Any trust that a leader had earned would immediately be diminished.
Trust is the bedrock of any successful team. A culture of accountability fosters trust by demonstrating that everyone is expected to live up to the same standards.
When people know they can count on each other to live their company’s values, it creates a sense of security and psychological safety that allows teams to take risks, innovate, and learn from each other.
Reward the Behaviors that You Would Like to See More Often
Positive reinforcement is a powerful tool for shaping behavior.
A culture of accountability isn't just about pointing out mistakes; it's also about celebrating successes and recognizing the behaviors that contribute to achieving goals.
Unfortunately, in ENGAGE 2024, 46% reported that good behaviors aren’t being recognized and rewarded in others.
This is a clear opportunity to help create a culture of accountability in a way that bolsters the spirit of your people and encourages them to keep up the good work.
When leaders reward people for taking ownership, going the extra mile, and holding themselves – and others – accountable, it sends a clear message about what kind of work is valued.
If there are behaviors that you would like to see more often, recognize and reward them!
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