Earlier this month we introduced you to Step 3 of the Successful Manager’s Roadmap to build your high performing team. Did you try any of those suggestions? If you did – fantastic! That’s a huge step. Now you can focus on the second half of Step 3; building commitment and accountability to the business.
What drives commitment and accountability on your team?
As I’ve written before, employees have certain emotional needs at work. If you can help fulfill them, your employees will be more committed to the business and their work – which means success for you. Here are several key needs that employees have:
- Need for information about what’s going on. They want to be informed.
- They want to feel like they’re contributing to something bigger; a higher cause.
- They want to have some control over their work and how they do it.
If you can meet these fundamental needs, you’ll build commitment and accountability.
5 Easy Ways to Fulfill Employee Needs and Boost Commitment and Accountability
- Share as much relevant information and news about your company as soon as possible with your employees. Much of it they’ll read about on-line or get on social media. The benefit of providing the information first is that you can provide context that social media or internet posts can’t. Plus, they feel like they’re in the know before the public is.
- Every team has customers. This is true even if the customer is internal. Get your employees out to visit customers. This yields several benefits: your team will have a better understanding of customers and their needs and issues, and it helps create a higher purpose for them. Going forward, they’ll hopefully link their work with meeting your customers’ needs.
- Starting at the highest level in your company, cascade your company’s mission, vision, values, goals, strategies, etc. down to your team. Then, involve the team in developing the team’s mission, vision, values, goals and strategies. Your employees are more likely to embrace them if they’ve had a say in developing them. And you’ll get the benefit of their collective wisdom.
- On an individual level, give your employees the power to create their own goals in the context of the team’s goals. You’ll need to review them to ensure they’re SMART and will drive team success, but your employees will feel more ownership if they develop their own goals.
- Have your employees share their goals with the entire team. This will not only facilitate the coordination of work within your team, but will also make the employee feel accountable not only to you for delivering results, but also to the team and the business.
Each of these suggestions can make a minor difference. But, if you implement all five, your team’s commitment and accountability to the business will go way up. And so will your team’s results.
Ready to dive into the 5 Steps to Building Your High Performance Team? Our new book, The Successful Manager’s Roadmap, walks you through the process to engage your employees and build a high performing team. This book presents the five steps in a fictional story of Jeremy, a manager who’s struggling with his business and his dysfunctional team. Click here to buy the book on Amazon, or sign up for our email list here and receive the first chapter for free.