The #1 success factor in managing remote teams
Read time: 4 minutes
What is accountability?
Coca-Cola’s 2020 Vision nicely summarises accountability: “If it is to be, it’s up to me.” And, in the words of Gandhi, “Be the change you want to see in the world.” The sad reality, however, is that too many spectators point fingers from the sidelines about all that’s wrong with the world. A sense of entitlement undermines the idea of doing what is best and right for the communities and businesses in which we operate.
How do I know it’s lacking?
The following behaviours should be seen as red flags in your business (be it a retailer, ad agency, or any other business for that matter), indicating that you are facing a lack of accountability and need to take urgent action to prevent it from becoming endemic: ignoring, denying, finger-pointing, covering of tails, confusion, waiting to be told what to do, and “it’s not my job” statements.
Can accountability be taught or learned?
Within the world of remote work, we are being called on more and more to “teach” people about accountability, to show how it applies to getting the job done, and to get them to demonstrate this value in their places of work. As the quotes above demonstrate, accountability is an individual value. Real accountability cannot be forced; it must be voluntary, but you can give them the tools to break the cycle of anti-accountability behaviours.
According to the accountability cycle proposed by Epstein and Birchard, four elements play a role in corporate accountability: governance, measurement, management systems, and reporting. You need to have all of these in place to demonstrate fairness and transparency in how you manage your business. However, it is a long-term solution that may be a big project for you and your managers and is certainly beyond the scope of this article.
Looking at what can be done immediately, Partners in Leadership has developed a four-stage model for practicing accountability. This is a useful framework for addressing accountability at a team or individual level:
- See it: The first step to accountability is awareness of reality. Your team must be conscious about what they do and what part they have in the business’s success. They need to see how they fit into the broader context of their workplace and the value they contribute. Conversely, individuals might not recognise their shortcomings or bad habits a lifetime in the making. So, encourage people to engage in open dialogue and seek feedback about their performance.
- Own it: Coach your staff to identify what factors or events have led to their current reality. Do not allow the counter-productive behaviours outlined above (the blaming, denying etc.). Insist that staff objectively identify what is happening in your business, speaking in the first person. They need to stick to the facts and avoid emotional outbursts. An example of a problem owned is the following: “That deadline was missed because I did not manage my workload properly. I completed the easy tasks rather than what was important or time-sensitive”.
- Solve it: Once your team members own a problem, you can insist they bring solutions to the proverbial table. Do not try to solve the problem for them. At best, this only makes them lazy, and at worst, it can be disempowering. Be open-minded and patient. Let them make the first suggestion and then help them consider all perspectives and factors as you work with your team towards a solution. The more they see themselves as part of the solution, the more they will develop a sense of accountability.
- Do it: Full accountability only comes from this final step. Your team must be allowed to make the necessary changes to solve the problem and be taken to task if they don’t take positive action. Encourage and reward them so that they stay motivated and gain confidence. The more positive the experience, the more likely they will maintain their accountable attitude. Do not allow cynics and naysayers any involvement.
In conclusion, fostering a culture of accountability is not just a nice-to-have; it’s the cornerstone of a successful remote team. By integrating the principles of accountability into your management style, you empower your team to take ownership of their roles, contribute proactively, and drive the business forward. Remember, it starts with awareness and evolves through ownership, problem-solving, and action. With these steps, you can transform your team dynamics and achieve unparalleled success, no matter where your team members are located. Embrace accountability today, and watch your remote team thrive like never before.
Final thoughts to motivate you to apply what you have read here
Our vision at Hey Hi is to bridge the gap between business owners and remote workers, providing opportunities, support, and guidance so that both feel they landed a unicorn.
