Practice Compassionate Accountability With Your Team

“We all need people who will give us feedback. That’s how we improve.” — Bill Gates

In many workplaces, terms like feedback and accountability have become taboo. However, employees -grow and improve with direct input and responsibility. Leaders can transform their workplaces by creating a culture of compassionate accountability. This combines a deep sense of care for employees with specific guidance. Accountability begins with leadership. An organization’s leaders should offer feedback in a consistent manner.

Before you provide feedback to your employees, consider whether you are ready to receive feedback about yourself. Leaders should elicit guidance from their teams regularly. This demonstrates the importance of accountability and offers a model for receiving feedback as well.

Writer and business consultant, Liane Davey, states that there are five steps for practicing compassionate accountability.

1. Set clear expectations. Employees cannot excel without a clear understanding of what is expected of them. Whether they are a new or longtime employee, leaders should regularly communicate their expectations of performance, behavior and productivity. When sharing expectations with employees, avoid vague words or adjectives. Clear language reduces misunderstanding.
2. Maintain attention. Meet with your employees regularly to discuss performance and behavior. Regular one-on-one meetings will help employees remain focused on their goals and objectives.
3. Expect challenges and mistakes. No employee is perfect, and they will encounter challenges. Leaders should expect employees to make mistakes or have questions. The role of the leader is to be a supportive resource to help employees flourish and grow.
4. Provide feedback and guidance. When there is a gap between an employee’s performance and your expectations as a leader, provide clear feedback. Explain the expectations and the impact of their poor performance. Provide guidance, use caring words and stick to the facts. Avoid generalizations or vague comments. In preparation for a feedback conversation, leaders should ground themselves emotionally. Consider what you are feeling about the employee and their performance. Prepare what and how you want to share the information. It is ok for leaders to show frustration, but stay curious and open for a productive conversation.
5. Practice boundaries. Boundaries for employees are essential, and accountability requires them. Reiterate expectations and set new ones with the employee.

Compassionate Accountability 1-2-3

1. Practice soliciting and receiving feedback from your team.
2. Use the five steps of compassionate accountability with your employees.
3. Lead a productive conversation by staying open and curious to feedback and offering feedback in a consistent manner.

If you need support in practicing accountability with compassion, First Sun EAP can help. We offer a variety of training and coaching solutions that can be customized for individuals and teams. Call us at 800-968-8143 or visit our training and development page.