Promoting Accountability in the Workplace

Image credit: Headway

We’ve talked about accountability as the oil that keeps the gears moving and how it starts with personal accountability to ourselves.

Now, for what you really want to know.

How do we get other people to be accountable?

First, it’s essential to understand why accountability can be so challenging:

• Admitting a mistake and exposing your inadequacies is never fun. If you are already feeling insecure, your ego can dig in and make that humble pie look pretty repulsive.

• Having our mistakes exposed can provoke feelings of shame and guilt. Avoiding accountability is an attempt to protect us from those uncomfortable feelings.

• Owning up to a mistake potentially exposes you to negative consequences. It’s human nature to want to protect yourself by deflecting or minimizing and dodge the repercussions of our behavior.

• If we lack self-awareness we may not realize the impact of our actions or inactions. We may be oblivious to the role we have played in the problem.

• A culture of blame in the workplace is a powerful deterrent to taking responsibility. No one wants to be attacked or shamed should a problem arise. It feels safer to stay under the radar and hope the issue goes unnoticed.

• Unrealistic expectations invite accountability breakdowns. Overwhelmed and understaffed teams are more likely to make mistakes, cut corners, or suffer decision fatigue, all of which undermine accuracy and follow-through.

Building ego strength and learning to tolerate discomfort can help us become more accountable. That is the work of therapy. (We can help with that, too). 

But there are numerous ways you, as a leader can support and encourage accountability in the workplace.

Create a culture that supports and rewards accountability. This could be a whole other series of blogs, but in short you want to make it comfortable for people to be forthcoming about what’s going well and what isn’t. Team members need to trust that while mistakes may carry consequences, they won’t be met with shame or blame. Instead it will be handled with fairness, support, and a focus on learning and growth.

Instill systems that integrate checks and balances. This might include specialized software to track tasks and deadlines or fail-safes that help catch errors before they escalate. Beyond technological tools, it can mean implementing protocols that require double-checking, peer reviews, or collaborative sign-offs. 

Ensure roles, expectations, and goals are crystal clear. You can’t over-communicate, especially in a multigenerational workplace where assumptions can vary widely. Spell out responsibilities, timelines, decision-making authority, and success metrics - even the things you think should go without saying. Clarity removes ambiguity, which reduces conflict and boosts accountability.

Provide ongoing coaching and feedback. Accountability thrives when people are supported, not just held to a standard. Regular, constructive feedback ensures clarity (see above), reinforces expectations, and creates a continuous cycle of learning and improvement. When team members know they’ll be checking in during scheduled meetings, they are more motivated to stay on track, follow through on commitments, and come prepared with progress to share.

Model the behavior you want to see. This can’t be overstated. A culture of accountability starts with leadership. Avoid being like The Fonz, so proud he couldn't bring himself to say, “I was wrong.” Instead, normalize humility and ownership. This earns respect and signals to others that it’s not only safe, but expected for them to do the same. Phrases like these should come easily and often from your mouth:

·   I missed the mark on that one. Here’s what I learned.

·   Thanks for the feedback. I’ll take that into account moving forward.

·   That decision didn’t land the way I hoped. Let’s regroup.

(For more guidance on what to say when you’re wrong, check out our blog: How to Fess Up and Still Be Cool).

Ready to boost accountability on your team? Let’s talk! G2 Solutions can provide an objective perspective to pinpoint where to begin and outline strategies for creating lasting change.