We often talk about the “team” aspect of work, as in “if we work together as a team, we can get this done” or “take one for the team.” Thinking like a team—and appreciating the team—is, without a doubt, important. However, just as important is establishing individual accountability in the workplace.
Think about it—accountability lays the foundation for every advancement opportunity and/or disciplinary action throughout one’s career. But unfortunately, and detrimentally to everyone up and down the ladder, studies show there’s an accountability crisis in today’s workplaces. Often, it is because employees only think of accountability negatively, rather than positively. So how do we change that? By showing that accountability ensures results, from meeting an important deadline to getting a promotion.
What is accountability?
Easy question, right? However, accountability goes much deeper than simply being held responsible for something. When employees do not hold themselves responsible for their actions, it prevents anyone in the workplace the opportunity to learn from, not only mistakes, but also from smart and efficient efforts an employee has made. This either perpetuates problems or fails to recognize and encourage good work. It also creates a culture of uncertainty and distrust among employees. Specifically, when there is a lack of accountability, workplaces commonly experience:
- Confusion regarding what needs to be done and when
- Organizational underperformance
- Failure to meet key objectives
So, how do you develop more accountability in the workplace? You must ensure employees know they will be held responsible and acknowledged for their work and create guidelines showing how you will monitor their productivity. Set clear goals that motivate employees to complete tasks on time and on a regular basis. But—and this is a big “but”—you should not and need not monitor your team member’s every action. Micromanaging is not the answer. You do not have time, and no one responds well to micromanagement.
Instead, passively track your employees’ work without being overbearing and without spending your time worrying about running the office. With 360Matrix, standard operating procedures are outlined by department and broken down into daily, weekly, monthly tasks, including practice management instructions. Add clarity by task delegation and due dates and then leave them alone. 360Matrix users notice a boost in accountability and, in turn, productivity soon after implementing an organized plan for getting work done. Employees can see progress being made and the positive results that follow—it’s inspirational, empowering, and effective.
Try 360Matrix Today!
If you’re ready to bring clarity, structure, and accountability to your orthodontic practice, contact 360Matrix today. It’s easy to get started with our free demo, and we are confident you will soon enjoy improved organization and productivity in your office. www.ortho360matrix.com