Every entrepreneur envisions creating a culture of mutual accountability within their company, but in practice, this is easier said than done. There will be times when employees don’t get along or compete with each other in the wrong ways. When it comes to building this culture of accountability, consider the following points:
Know what you’re trying to measure.
- What are the daily metrics and activities that your team needs to be doing in order to get to success? Don’t keep these a secret, either. Share them openly with the company so everyone is on the same page.
Make it a collaborative mission.
- Make sure to be open to ideas from every tier of your company – top to bottom. Some of the best ideas can come from employees you wouldn’t normally expect.
Tie compensation & promotions to the most important tactics.
- For example, if you have a salesperson and you’re looking to increase sales, maybe you reward them based on the amount of meetings they have. Or if you’re evaluating the marketing department, you could base it on how many new inquiries they generated.
Clearly define job descriptions.
- If everyone on the team knows what is expected not only of themselves, but everyone else around them, it will help maximize efficiency and accountability.
Be consistent with performance reviews.
- Have them regularly and keep them well documented. Use these reviews as the foundation for promotions and compensation.
Have department meetings on a regular basis.
- These don’t have to be long, drawn out chores, these can also be quick team huddles. Even five minutes daily can make a huge difference in productivity and morale.
As a business owner, you know that your success is tied directly to your employees’ ability to collaborate efficiently. Implement the above points and that is exactly what will happen.
John Napolitano, Chairman and CEO of U.S. Wealth Management, gives advice on ways to foster a collaborative and productive company culture.