Talk About It!
Talk about it Tuesday! Stop calling it accountability when only certain individuals are held accountable!
Accountability should never depend on who you are, what position you hold, who you know, or whether leadership likes you.
When one employee is questioned for something that others routinely do without consequence, that isn’t consistent accountability. When expectations change depending on the person, that isn’t accountability either. And when leaders expect employees to own their mistakes but refuse to acknowledge their own, the word accountability starts losing its meaning.
Healthy accountability is consistent. It means expectations are clear, standards are applied fairly, people are given an opportunity to improve, and leadership is willing to be held to the same level of responsibility it expects from everyone else.
Selective accountability creates fear and resentment. Consistent accountability creates trust.
So here’s today’s conversation:
Have you ever worked in an environment where accountability seemed to depend on the person?
And maybe the bigger question is:
How can leaders hold people accountable without creating a culture where employees feel targeted?
Let’s talk about it.
Lofton Everyday Solutions
People-centered solutions. Stronger programs. Sustainable results.
Set clear expectations: Employees should know what is expected, what the standards are, and what happens if those expectations aren't met.
Be consistent: Apply the same expectations and processes across the team. Inconsistency is one of the quickest ways for accountability to feel personal or targeted.