Accountability isn’t an attack – it’s how businesses win.
In any business, success comes down to results. Yet, when accountability is mooted and enforced, some employees take it as a personal attack. The reality? People who resist accountability often do so because they’re not delivering and don’t wish to be found out.
Elon Musk (before you come at me, I am not pro him and some of his methods – this is just an example) recently sent a note asking employees to list five things they accomplished the previous week. A simple, reasonable request – yet the mere idea of being asked to justify one’s output had some people up in arms. Why? Because accountability separates those who drive results from those who coast.
As a business owner, holding your team accountable isn’t about micromanagement – it’s about clarity and ROI. Clear expectations ensure that everyone contributes to growth, rather than just occupying space and costing money. When employees know they’ll be asked to document their progress regularly, they stay focused. They prioritise high-impact tasks. They eliminate excuses. They deliver results.
The problem is that for many business owners:
- They don’t know what should be measured and how this can be cascaded to their team
- When they do, they don’t communicate what, why and when they will be measured
- They don’t like confrontation and having difficult conversations
- They don’t have time for check-ins because they are too busy bridging the gaps
The team members who resist this the most? They’re often the ones doing the least. Instead of taking feedback as an opportunity to improve, they see it as a personal attack. This mindset is dangerous for any business. It fosters a culture where underperformance is tolerated and mediocrity thrives.
Contrast that with high-performing teams. These teams embrace accountability. They welcome check-ins because they know they’re delivering. They aren’t afraid of being measured because they trust their own output. Businesses led by strong, results-driven teams don’t just survive – they dominate.
If a team member is defensive about reporting their work, that’s a red flag. It’s not a sign that leadership is too demanding – it’s a sign that someone isn’t pulling their weight.
As a business owner, you must enforce accountability, no matter how uncomfortable it makes some of your team feel. At the end of the day, results don’t come from feelings – they come from action.
If you have members of your team not being held to account, not only do you lose the ROI that they should be delivering, but your engaged delivering team members start to down tools and become a flight risk.
From experience, when having accountability discussions with team members who are not performing, they will either step-up and deliver or decide it’s time they moved on to pastures new. Win, win.
When working with clients on their growth plan, we take time (as a team) to agree the Business Growth Indicators (KPIs that are future facing) across all areas of the business – marketing, sales, operations, finance and team. We set targets against each and then, with the SLT now part of the targets being agreed, cascade them down to every member of the business and monitor through regular 1-2-1s and appraisals.
In the current climate, you cannot afford to have any members of the team not performing – you need a team that is high performing and accountable and not one consisting of those that coast.
Imagine what your business could achieve with everybody hitting their numbers.
Are you ready to stop dithering and unlock your full potential? Curious about how I can help? Book a complimentary discovery 30 minute call now and let’s explore your goals together.
