Leaders, I’ve noticed that holding employees accountable is one of your most dreaded tasks. Based on many coaching conversations on this issue, here’s my take on the the top three reasons you avoid it:

1. It seems unnecessary. Shouldn’t full-grown, adult professionals just do what they’re supposed to (and more)? This keeps you silent and irritated.

2. You don’t want to seem like a micro-manager or a “my way or the highway” kind of manager, so you give abundant flexibility and lower expectations to avoid these labels.

3. It takes too much time and energy to coach, redirect and reinforce, so instead, you just fill in the gaps or fix the mistakes yourself.

While I use the term “you” above, I fully admit that I’ve been guilty of all three. We can and should do better.

This blog post is intended to encourage and equip you, and also to hold you accountable (see what I did there?). It’s time to start consistently practicing this critical leadership responsibility. Here are three specific strategies to help you build a culture of accountability within your team.

1 // Set clear expectations

This is essential. You can only hold employees accountable if they know what is expected of them. Ambiguity leads to confusion and a lack of ownership.

• Define clear roles and responsibilities: Ask each team member to write a bulleted list of what they believe to be their key responsibilities. Gather as a team to share the draft lists. Discuss any overlaps or gaps, then work with each individual to finalize their job description. I bet you’ll be surprised by frequency of overlaps and gaps in the lists. Uncovering and addressing these points of confusion will reduce potential blame-shifting and increase ownership and accountability.

• Establish measurable goals: Both the team and individuals should have specific, measurable goals with deadlines. When missing, employees’ perceptions of success will rarely match yours. Be sure to implement a cadence for regularly reviewing progress on these goals.

  • Watch this Two-Minute Tip for more on this strategy

2 // Encourage ownership

People give extra effort when they feel a strong sense of autonomy.

• Pass the power: Trust your team members to make decisions and take creative ownership of their work. If the expected result is clearly defined (see strategy 1), you can give them freedom to decide how to get there. Their approach may look different than yours, but that’s okay as long as the agreed-upon measurable goal is achieved.

  • Watch this Two-Minute Tip for more on this strategy

• Lead by example: Set the tone for your team. The degree to which you model ownership and accountability in your own actions determines your team’s willingness to do the same. Admit when you fall short. Invite feedback. Ask for help when needed. And celebrate your successes too.

3 // Provide feedback and consequences

Strategies 1 and 2 aren’t enough. Consistent communication and action are critical.

• Address issues early: Aim for “sooner and smaller, not later and larger” when it comes to feedback. If an employee is falling short, raise awareness right away. Help them develop a strategy to course correct sooner rather than later. Don’t assume they know that they’re not meeting expectations—nine times out of ten, they don’t.

  • Watch this Two-Minute Tip for more on this strategy

• Celebrate achievements: Not all feedback needs to be constructive. Intentionally recognize employees when you see them demonstrate ownership, grit, and exceptional performance. Be specific rather than vague—what gets recognized gets repeated.

  • Watch this Two-Minute Tip for more on this strategy

• Take action, when needed: The fastest way to frustrate and lose your top performers is to avoid addressing a poor performer. Team up with your HR business partner or reach out for coaching if you need ideas on how to handle the situation. But please, don’t do nothing.

Accountability is a shared team responsibility, but it starts with you, the leader. By setting clear expectations, encouraging ownership, and providing consistent feedback, you’ll foster a culture of accountability—one that your team needs to boost morale and achieve outstanding results together.