Are you a human resource manager or a leader who finds yourself dealing with managers who will not hold themselves accountable and own their own roles?
In other words, they come to you rather than just dealing with their people on their own.
If that’s the case, read on because in this blog post, I’m going to share with you some tips on making sure that your managers hold themselves accountable and own it.
Understanding the Critical Component of Creating Accountability
Most people don’t hold themselves accountable because they actually don’t know they need to take more ownership of their role.
So, how can we create a sense of ownership in our organization, department, culture, and people?
Creating a Sense of Ownership
First and foremost, we must ensure that our managers feel like there’s a sense of ownership. When you own something, if something goes wrong with that thing, you handle it; you fix it because you own it.
If you don’t own it, there’s a chance you won’t do anything about it. So, as leaders and human resource managers, we need to get people to believe that they own their role, their department, their process, whatever it might be.
They may not be owners in the company, but that doesn’t mean they can’t have a sense or a perception of ownership.
Committed to Something Greater Than Themselves
Another important aspect people need to understand is that they are part of something greater than themselves.
Why do people come to work in the first place? Yes, many people come to work for money and benefits. But as leaders and human resource managers, we need to get them to come to work for things other than just money and benefits.
There has to be a real reason why, what is the mission, what is the purpose, and how can they buy into it?
What are they really doing at the end of the day when they go home? Can they say that they’re making a difference?
Are they making a change in somebody’s life, the environment, or the community?
Is there something bigger than them at stake here?
We need to get them to find out what that is and really believe in that. , There must be something for your organization to exist. A purpose greater than itself, and if we can tie them to that, they’ll take more ownership.
Creating Choice and Control
Other things that we can do as leaders and human resource managers to create accountability is to get our managers involved in the process, plan, and goal.
When we tell people what to do, we take away their choice and control.
And if a person has no choice and control, they feel less likely to take ownership.
On the flip side, you want to make sure that your managers feel like they have choice and control.
So, rather than just telling them what to do, ask them what they think they should do. What thoughts would they have? Maybe make them an advisor to you.
Ask them specific questions where you involve them in the process. Such as: how would you accomplish this objective? What are your thoughts?
They may come up with a better idea than you do. They may come up with the same idea as you. Either way, it’s their idea, and people work harder for that.
Significance & Contribution
When managers understand the significance of their contribution and how it positively impacts the organization’s mission, they are more likely to take ownership of their role and hold themselves accountable.
It is important for leaders and human resource managers to communicate the impact of their team’s work and how it aligns with the organization’s goals. This can be done through regular performance evaluations, team meetings, and recognition programs.
By highlighting the significance and contribution of their work, managers will feel a greater sense of purpose and motivation to continue to make a positive impact.
It also helps them to see how their work contributes to the bigger picture and how they are part of something greater than themselves. This in turn, fosters a culture of accountability and ownership, leading to a more engaged and productive workforce.
In conclusion, as leaders and human resource managers, creating a sense of ownership in our organization, department, culture, and people is essential.
We can get our managers involved in the process, plan, and goal.
Creating a sense of purpose greater than themselves and making sure that our managers feel like they have choice and control in their roles.
And be sure people know they are contributing to something significant.
This way, we can ensure that they will hold themselves accountable and take ownership of their actions.
Remember, when people own something, they handle it, fix it, and take responsibility for it.
So our job as leaders and human resource managers is to create an environment where our managers feel responsible for their roles, department and process. This way, they will take responsibility and hold themselves accountable.
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