Accountability and Clear Metrics

 

This may come as a shock to you. 84% of American workers believe accountability creates a positive work culture. Not only that, but 67% of working Americans are encouraged and supported by pointing out a lack of accountability at work. Younger people are more likely to want to quit their jobs if leadership doesn’t hold people accountable for living the defined values of the organization.  

Employees are significantly more likely than managers to associate underperformers with blaming others instead of taking accountability for their performance. This demonstrates a clear consistent call for a culture of accountability.  84% is more than a simple request. It is an appeal to leadership to give specifics to a high-performance culture that encourages all employees to realistically evaluate their performance against well-defined and clearly communicated expectations. It really should come as no surprise that employees want to feel good about their performance.  

Everybody likes to win the game. Here’s the problem. They can only do that when they clearly understand the game plan. They want to know what the target is so they can figure out how to hit it. Almost eight out of 10 employees wish companies had clear performance metrics for all positions so that all team members would know how to win. 76% of older millennials think unclear work expectations hurt both the companies and the employees.

Instead of wishing for poorly defined performance metrics that will make it easy to slide by employees want to know what is expected, where they stand, and what they need to do to be the best. Well defined metrics are not only important to employees, but they are also essential components for a high-performance culture.

Who knew accountability and clarity around metrics—what a combo! 


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