What Accountability Really Means

 Accountability is something that you're going to have to contend with quite often as a supervisor. Accountability for yourself, how to have accountability, conversations, the awkward conversation. You can be very direct accountable. I. Okay. Honest and also very appropriate and professional, encouraging and inspiring at the same time.

So make sure that, uh, you don't fall into the idea of, this is how I am and this is my personality, but ask yourself, what is the most effective way to communicate and hold this person accountable or hold myself accountable, and it may be different for everyone. You have to set expectations from the beginning for yourself, to everyone, for yourself, from everyone and everyone on the team.

And for everyone that works together, how they're supposed to work together, how they're supposed to work as a team, a group as an individual, and collectively. And also make sure that you communicate how behaviors impact. Respect and holding ourselves accountable. So for example, if you have something that occurs at work and it's your fault, you have to let people know that it's your fault.

Be a little bit embarrassed, move on, make it right, keep moving. But don't focus on that. But let people, people know too that how their behavior impacts the bottom line. So for example, when getting someone's home ready doesn't really quite meet the standards, it financially impacts us. The way that you spoke to the resident or that customer financially impacts us also as a human being.

This is how it impacts them and the customer service experience, it's not always just about the financial component. And those two go together and they're both very important. How do you set goals effectively? Just telling people what to do is not setting a goal. What is the timeline? How specific, how attainable, how realistic is it?

So learn how to set goals and provide feedback. And resources and realistic timeframes and feedback is something that employees want on a regular basis. They don't want it just once a year, so short conversations, even if it's daily, weekly, monthly, but at least have them fairly often and consistently and predictably so people know when they're doing something right.

They're gonna hear from you when they're doing something, doing something wrong, or something went wrong, or something could have been a little better. They're going to hear from you in a very encouraging and accountable way. So accountability is for everyone, especially you as the supervisor.