How to hold your team accountable

As a leader, creating a plan to hold your employees accountable is critical. With the rise in hybrid teams, this can make things trickier and slip through the cracks.

How do we ensure we all have the same business goals and be accountable to achieve them?

This 6-step guide aims to support your leadership development by providing actionable steps (and to reduce any discomfort along the way!)


1.Clarify Expectations

Be clear about what you expect. Discuss the outcome you’re looking for and how you will measure the success. This needs to be a collaborative process between the leader and the employee.

Depending on the capability of the individual you may provide further guidance. If they are quite capable, you may empower them to choose their pathway to best achieve the outcome.

TIP: Ask your team member “so are we both clear, what are the key outcomes you are looking to achieve?” so that they can articulate in their own words what it is they are going to do and how they are going to achieve it.

2. Capability

It is difficult to hold someone accountable if they don’t have the skills to perform the activity. Is the gap the individual's skill or is it their will (motivation)?

Here is a checklist of questions to support your employee, to help assess their skill level:

  • What are the skills and strengths of my team member?

  • What skills does the individual need to have to deliver on expectations?

  • What support, resources or tools will they need to be successful?

  • If the person does not have what’s necessary, can they learn these skills?

  • If so, what’s the plan? (i.e. knowledge transfer, shadowing, training)