10 Strategies for Holding Employees Accountable

As a founder and CEO of a midstage startup, holding your executives accountable is essential for achieving success and meeting goals. However, it can be challenging to establish a culture of accountability in the workplace.

This guide offers 10 proven strategies we have gathered over the years to help you hold your executives accountable and create a more productive and successful team.

Read these 10 tips that better hold people accountable for delivering results in a midstage startup under high pressure to make its next funding round.

1. Establish Clear Performance Expectations

One of the most important strategies for holding e accountable is to establish clear performance expectations. This means clearly defining roles, responsibilities, and measurable targets to avoid confusion and ensure everyone in the team is aware of what’s expected of them.

In midstage startups, we try to keep things simple enough so that you get 80% of the results with 20% of the effort. Our tip when it comes to defining roles and responsibilities is do what Peter Thiel did when he ran Paypal: clarify the one thing (and only one thing) that is the non-negotiable outcome of each role. Don’t allow laundry lists of responsibilities but elevate just one objective number that is the key outcome you expect.

For example, for your marketing executive, decide if what matters most is leads generated. Or people reached. Or number of campaigns. Or how clever the copy sounds. Or how pretty the art pieces look. But not all at once. Just one, and you are the one to pick it. Not them.

Once specific goals and objectives for each executive have been set, these goals need to be communicated clearly and consistently.

Make sure each executive understands what is expected of them, and provide regular feedback on their progress towards meeting those expectations.

This will help ensure that everyone is on the same page and working towards the same goals, which is essential for creating a culture of accountability in the workplace.

2. Communicate Progress Regularly

Regular communication is key when it comes to holding executives accountable. The traditional big-company way is to schedule regular check-ins with each executive to discuss their performance, provide feedback, and clarify any areas that need improvement or additional support.

But we find you get 80% of the results with 20% of the effort by checking in to results in team meetings. This not only shares everyone’s results across leadership, it also makes people feel accountable towards their peers and not just towards their boss. Much harder to flee responsibility that way.

3. Set SMART Goals

One of the most effective ways to hold executives accountable is to set SMART goals. SMART stands for Specific, Measurable, Achievable, Relevant, and Time-bound. These ensures everyone understand what success looks like.

When setting goals, make sure they are specific and clearly defined. They should also be measurable, so progress can be tracked and evaluated. The goals should be achievable, but still challenging enough to motivate executives. They should also be relevant to the executive’s role and the overall goals of the organization. Finally, make sure the goals have a specific deadline or timeframe for completion.

By setting SMART goals, executives will have a clear understanding of what is expected of them and how their performance will be evaluated.

4. Keep Everyone Informed of the Company’s Financial Situation

Transparency is key when it comes to holding executives accountable in the workplace. This includes keeping everyone informed of the company’s financial situation.

Ensure everyone is aware of the company’s cash flow and funding situation, and how this relates to the work they are doing. This will help motivate everyone to stay focused and work towards common goals.

When executives understand the financial health of the organization, they are more likely to take ownership of their work and make decisions that benefit the company as a whole. Regularly sharing financial reports and updates can also help executives understand how their individual contributions impact the bottom line. This can motivate them to work harder and take responsibility for their actions.

5. Foster a Culture of Accountability

Creating a culture of accountability in the workplace is essential for success. This means encouraging everyone in your team to hold themselves and each other accountable for delivering results. This will help create a culture where individual accountability is the norm.

To foster this culture, leaders should lead by example, communicate openly and honestly, and provide regular feedback and recognition for a job well done. When executives feel valued and supported, they are more likely to take responsibility for their actions and work together to achieve common goals.

It’s also important to establish consequences for not meeting expectations, such as a performance improvement plan or disciplinary action.

6. Provide Necessary Resources

Holding executives accountable for their work is important, but it’s equally important to provide them with the necessary resources to succeed.

Make sure executives have the resources and tools they need to get the job done, such as relevant technology, training, and development opportunities.

By investing in your executives, you can help them reach their full potential and achieve their goals. When employees feel supported and empowered, they are more likely to take ownership of their work and deliver exceptional results.

7. Have Constructive Conversations Around Challenges

Rather than focusing on blaming or shaming, have constructive conversations around why challenges are being faced and what can be done to overcome them.

It’s never a good idea to point figures. Instead, focus on understanding the root cause of the challenge and how it can be addressed as a team. Ask questions to gain clarity and insight into what is causing the issue and brainstorm solutions together.

Encourage open dialogue and collaboration to come up with creative solutions that everyone is on board with. Be sure to recognize any progress or success made along the way, no matter how small.

Holding executives accountable can be a delicate balance between addressing issues and maintaining positive relationships. Make sure that you navigate this area carefully so executives continue to feel supported amidst challenges.

8. Encourage High Performance

Reinforce top performers through monetary and non-monetary rewards and recognition. Monetary rewards could include bonuses, raises, or other forms of compensation. Non-monetary rewards could include public recognition, awards, additional vacation time, or special privileges. Additionally, providing opportunities for professional development and growth can be a great way to reinforce top performers.

Encouraging high performance with rewards is one of the most effective ways to hold executives accountable. By recognizing and rewarding top performers, you create a culture of excellence and motivate others to strive for success.

Monetary rewards are a great way to show appreciation for hard work, but non-monetary rewards can be just as effective. This strategy helps create a positive work environment that fosters accountability and success.

9. Encourage an Open and Transparent Communication Culture

Develop an open culture of communication, allowing executives to share their victories and challenges, and ensuring the necessary support is given to create a winning environment.

Encourage an open dialogue between executives and managers. When you create this environment, executives feel comfortable speaking up and sharing their thoughts, ideas and concerns with the whole team.

Establish a feedback loop to ensure that all voices are heard and taken into consideration when making decisions. Celebrate success together as a team and recognize individual contributions as well as collective achievements.

Accountability comes naturally with an open communication culture in the workplace. executives know that their opinions and decisions will be taken seriously and this creates a strong sense of ownership and responsibility.

10. Be a Reliable Leader

Offer stability, clear direction and vision, and create a culture of transparency and inclusivity.

Executives should know your big vision so they can see the roles they play within it. They feel inspired and motivated to contribute to it. They should be aware of how their individual roles fit into the bigger picture, and how their work contributes to the success of the organization as a whole. Your role as a leader is to ensure that everyone moves in the same direction.

Accountability starts with you. When you hold yourself accountable, your executives will be more likely to follow your lead. By being a reliable leader who holds oneself and his workforce accountable together, you create a culture of success and achievement within your organization.

These 10 strategies are crucial to your growth as a midstage startup. Remember, midstage startups are critical growth phases, and so it’s important to lead and motivate your team towards a common goal.

By fostering accountability, setting clear expectations, and creating an open and transparent culture, you can more confidently push forward with the support of a team that is aligned with delivering business results.

If you need more guidance on implementing these steps, please visit midstage.org/unleash for resources, podcasts, or a conversation.
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