Publisher’s Points to Ponder: Accountability in the workplace: Respect vs. Friendship
Do you have a person who holds you accountable for your actions, or are you surrounded by people who allow you to say or do whatever you want? Do you hold others responsible, or do you tell them what they want to hear just for the sake of “keeping the peace?” On a personal level, it may be somewhat easier to hold close friends and family members accountable. Still, some may be reluctant to enforce the rules when it comes to the workplace, especially considering the current workplace conditions resulting from staff shortages and the lack of motivation overall. Nevertheless, it is vital to stand firm and hold workers accountable. There are pros and cons to both sides of the accountability spectrum when it comes to the workplace.
The benefits of accountability are vast, and it fosters professional growth. When people are held responsible for their actions, they think about the consequences of those actions and typically excel in performance. For example, if someone consistently arrives late for work, you should call them out on their tardiness. A significant component of enforcing accountability is to show the impact one’s actions may have on the entire staff. Let them know how their delay affects the whole team. Mandate that they are on time or be prepared to pay the price for tardiness, such as a written disciplinary measure that may result in termination. The same is true for the employee or colleague who makes excuses for their failure to achieve a task. The worst thing you can do is to complete the task for your employee or colleague. You should require them to complete the task. If they fail to do so, be prepared to follow through on the consequences, including placing the employee on a performance improvement plan.
The downside about holding others accountable or when someone holds you accountable is that you face the risk of destroying a relationship or losing a job. Many people are resistant to change and will refuse to make the necessary adjustments. Some managers do not require employees to conform to new changes if they get the work done. When there is a staff shortage, managers don’t want to “poke the bear,” so they allow employees to do whatever pleases them. It is never a good idea to show favoritism among employees, regardless of staffing issues. If anything, bias creates a hostile working environment and may lead to the loss of good workers. Managers must lay down the law equally across the board to create a peaceful work environment conducive to growth and productivity.
When employees or colleagues are not held accountable for their actions, the problem is carried to other aspects of life. It has always been difficult for me to draw a line between friendship and management, as most people I have managed throughout the years become friends. At times, the lines are blurred, making it challenging to manage unemotionally. Although you encounter the risk of losing friendships, you earn respect from employees. In the workplace, respect trumps friendship. Do not be afraid to speak up for the sake of holding others accountable. Also, practice being receptive when others hold you accountable. You will be respected, and according to the late and great Aretha Franklin, R-E-S-P-E-C-T is taking care of business.