Table of Content
Introduction
Team accountability in the workplace produces seamless collaborations. When teams work in cohesion, an organisation reengineers its way forward to higher performance and business unit growth. A team leader has to ensure that their dedicated team propels in the right direction. To honour that, a leader must have the right set up, employer-employee relationship to trust and capitalise on.
New managers are often wary of building long-lasting relationships with their subordinates. However, to boost team accountability in the workplace, you need to earn the trust of your team members individually.
This approach is harder when teams operate from remote locations and are physically isolated at times.
So, the blog below shows you how to explore the right SaaS product like uKnowva and enhance the team’s productivity, visibility, and coordination. Give way and space for purposeful and valuable employee engagement simultaneously when you implement such a tool cost-effectively.
Read the post ahead to finalise the deal on leveraging an AI-rich, people-centric, and scalable tool to allow a leader to manage a team of 5 or 500.
Also read: How important is teamwork for seamless HR management?
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What are the ways to enhance team accountability in the workplace?
- Measure individual performance.
Every individual is unique in a team. They have a different and special way to contribute. Each such person will have multiple ways to add value to the team. So, the reporting manager must timely check their individual performance from the performance management module, and categorise them accordingly in the 9-box grid.
With clarity on what an individual can achieve as a part of the team, managers and leaders can utilise them more effectively. That is while keeping the growth of a team in mind.
- Monitor team’s performance and projects.
A team’s growth is as important as an individual’s contribution to the firm for the overall success of the business. So, leaders and department heads must check the performance and projects a team completes.
uKnow offers project and task management modules to the leader or HR super admin. This module highlights the billable hours, remarks by the approver or project manager, and timely updates on the project charter.
By continuously monitoring the team’s performance without micromanagement, project managers can have time to think strategically to boost team accountability in the workplace. They can celebrate feats and achievements in the long run on social intranet.
Team leaders can surprise the entire team with such recognition, rewards, and appraisals backed by metrics and proofs of collective efforts.
- Implement a 360-degree feedback system.
Another way to enhance the team’s accountability in the workplace is to channel a continuous feedback loop. uKnowva allows that with the performance feedback in the PMS module.
Employees can rate themselves and comment on what achievement they bag for a particular quarter. They also receive feedback from subordinates, seniors, peers, and clients.
This holistic feedback loop adds more value and worth in validating a person's performance when they are part of a team or a project.
- Build cross-functional teams to experiment with new synergies.
Find new synergies in the organisation as a project manager. Build new teams with distinct members having dissimilar work experiences. A person might work well with the second one and might be completely opposite with the third one.
That's human nature, and it depends on how they are creating rapport with one another. Also, the close proximity of their shared goals helps to vibe better and connect for a more meaningful purpose, even on the social intranet.
So, team leaders and project managers get these insights when they experiment with team formations. These insights are often called relational analytics.
These insights show how one person can produce better business outcomes and results when working with another person, not necessarily from their own department or business unit.
When the project manager hits the right cord, the project timelines improve. Each project becomes more memorable, giving more insights into the talented individuals’ potential and charting a new path for members to co-create and form better synergies on the move.
All such insights are readily available on the HR, people, or project management analytics for the team leader or project supervisor at uKnowva’s instance.
- Assign new tasks to people based on newly acquired skills.
Make your teams more visible and accountable when you assign them tougher, challenging projects based on their newly acquired skills. When your staff is learning on the go, they need space or ground to implement those for better results.
They will fail and learn. But the process of working together with different people on different projects shouldn’t stop. That is one of the smartest ways for teams to build empires and brainstorm like a business unit on their own.
A social intranet like ours enables them to do with our discussion groups, surveys, forums, polls, and chat messenger integration.
Also, the project manager has visibility on the new skills their teams are learning. So, they know which type of projects a concerned person might handle efficiently.
- Set team’s KPIs after careful discussion and previous results.
Set different, challenging, and measurable KPIs for your teams as a unit. This is an interesting exercise for the project managers to make everyone on the team work together as a unit.
Discuss those KPIs with your team in detail and back those up with the previously proven records by the team members.
Do this to build a case study of team accountability in the workplace where your team is concerned. You will then know how much you can extract from your current team as you keep discussing, revisiting, and re-evaluating your team’s KPIs for ultimate business growth.
Set these KPIs on the PMS module we offer easily as per your company’s current policy and the configurations you want to set up from the beginning.
Conclusion
The blog narrates 6 ways to boost workplace team accountability with an intelligent tech like uKnowva. We offer a fully configurable and customisable performance management system, task and project management, and timesheet management. These tools and more help teams connect, co-create, and synergise on the move without the manager micromanaging for every minute follow-ups.
FAQs
How can I address accountability issues without creating a negative atmosphere?
Focus on constructive feedback rather than blame. Encourage problem-solving discussions and emphasise learning from mistakes to improve future performance.
What should I do if a team member consistently fails to meet deadlines?
Have an open conversation to understand any challenges they may be facing. Offer support and collaborate on finding solutions. If the issue persists, consider adjusting deadlines or reallocating tasks.
How can I create a culture where feedback is constructive and encourages accountability?
Foster a feedback culture where positive and constructive feedback is welcomed. Provide specific examples, focus on behaviours, and encourage self-reflection for continuous improvement.
