The What, Why, and How of Accountability in the Workplace

Have you ever googled the phrase "accountability in the workplace"?

The results often include words like answerability, blameworthiness, and liability. It’s no surprise then that improving accountability in the workplace is often seen as a sensitive, even uncomfortable topic in the HR world. Yet, it remains a cornerstone of effective leadership and a vital pillar of employee engagement.

That’s why so many organizations face one of two extremes:

Employees either work in environments where everything feels rigid and predetermined—leading to zero engagement—or they find themselves caught in a blame game, held responsible for outcomes beyond their control.

Then there are managers who avoid holding people accountable altogether, simply to dodge confrontation.

But here’s the thing: sweeping these issues under the rug does more harm than good. Employee accountability isn’t just about ownership—it’s about fostering a culture of trust, performance, and progress.

When done right, accountability in the workplace drives higher performance, promotes innovation, strengthens team commitment, boosts morale, and enhances overall employee satisfaction.

So, how do you start improving accountability in the workplace?

Let’s break it down—starting with what accountability really means in today’s work environment.

What is accountability in the workplace?

Accountability is a word that has evolved with its meaning. A word once considered a taint - a punishment, often associated with “being puppet” at the hands of the manager, is slowly turning into something positive.

According to Jennifer Bridges, Management Consultant and Founder of a global mobile media agency - “accountability is all about obligation, ownership, initiative and the willingness to take responsibility. This refers to employees’ inner drive to step up and do what they think is the best for the business.”

Compared to the rabbit, stick, and carrot gimmick, accountability lets employees, take the initiative, make mistakes, and learn from them, leading to acceptance and a feeling of belonging towards their team and project.

When managers and team members both accept accountability, they become more engaged in their projects and stop passing the buck, so to speak- improving levels of employee engagement.

Why accountability is important in the workplace?

A company is nothing but a product of the hard work of a group of dedicated people. Hence, when something goes wrong (or right), it is the responsibility of all members to get involved in the game.

Therefore, improving employee accountability in the workplace is crucial to the efficiency and accuracy of work done by employees because who knows what the future has to follow.

Here are some more reasons justifying why accountability is important in the workplace:

1. Dividing the burden of responsibility

Running a company is a relay race where all members (employees/managers) hold the baton.

Sharing “responsibility” will help employees learn how to manage things better and reduce the manager’s burden of constant supervision, which is a result of high employee engagement. They can use their free time to address other pressing issues.

2. Boosts self-reliance

Improved employee accountability in the workplace ensures everyone in the team pulls up their share of weight and does not rely on their managers/ other employees to pick up the slack.

3. Instills fairness

According to Tom Ricks, “it is actually unfair on employees if management does not keep all staff accountable.”

Such a phenomenon creates a culture of slackness, where only a handful of hardworking employees do the heavy work, and others get the opportunity to slack off. This not just leads to financial loss but a loss of talent too.

How to increase accountability in the workplace?

Trust and support are very important to build a team of accountable employees. Your employees should feel motivated to do what is right and take responsibility when they are not.

Instead of instilling fear and surveillance, try these five ways to increase accountability in the workplace.

1. Start it from the very start

The best way to infuse and define accountability in your workplace is to align employees to their goals and the company expectations from the very start. If you talk about setting clear expectations early (during hiring), the employees will have an idea of what they are getting into.

Hence, they will feel responsible and have a culture of accountability for their jobs and action from the very start.

When taken early on, such measures will help your company set expectations and hopefully will not lead to a situation where you need to “pull your employees aside” to remind them what’s expected later.

2. Make recognition visible and inclusive

Accountability often stems from the desire to be seen and appreciated. When employees know their work is valued, they feel a greater sense of ownership. Recognizing achievements publicly—especially when employees take responsibility or go the extra mile—can motivate others to do the same.

3. Instead of weeding out slackers, address their concerns

All organizations have slackers. They are generally the ones who feel they don’t need to be accountable for their work. So, what do we do with these kinds of employees?

Well, we all know hiring and firing employees is expensive. Instead of weeding out the employees who are not working according to your expectations, identify them, and address their concerns. Such an exercise will take away the scope of more excuses for not being accountable and compel them to work.

While there can be a wide range of reasons for slacking off, one of the most common is not getting recognized. As the team leader, you must dig deep and find the real reason for such discrepancy.

If the problem seems to be related to rewards and recognition, there are R&R tools that can provide the transparency and fairness you and your employees crave.

4. Encourage open communication across teams

Accountability thrives in environments where communication is honest and open. When employees have a safe space to speak up—whether it’s to own a mistake, ask for help, or share progress—they’re more likely to take responsibility for their actions.

5. Provide frequent feedback

If you want employees to be truly accountable, you need to move beyond traditional, once-a-year performance reviews. Feedback should be frequent, actionable, honest, and to the point so employees know where they stand and how they can improve.

Regular feedback not only sharpens understanding of roles and expectations but also builds trust between employees and their managers—leading to better engagement and performance.

We get it—your time is limited, and it’s not always possible to sit down with every team member regularly. That’s where Empuls comes in. With built-in pulse surveys, eNPS, and continuous feedback tools, Empuls makes it easy to collect, track, and act on employee feedback. It keeps communication flowing, helps close engagement gaps, and empowers managers to support their teams with timely insights.

6. Delegate responsibilities

It is important to delegate work to those who are best suitable for a specific task to drive favorable business results. As a well-meaning business owner, you may want to hold employees accountable for delivering results, but you are making a big mistake if you don’t give them the authority to choose their team.

Nothing impacts results than the choice of “who will do the work”. Hence, hold your employees accountable for results by empowering them to make the decisions that impact the results.

7. Use data to drive meaningful one-on-ones

Often, a lack of accountability isn’t due to unwillingness, but unclear direction or unaddressed challenges. Regular one-on-ones can help, but they’re even more effective when backed by data.

8. Don’t cultivate fear

A culture where employees dread their managers might be a hit in getting short-term outcomes. However, it won't make the long haul. They will stop coming to you when they need you the most and might even end up leaving the organization.

Think about positive reinforcement instead. Positive reinforcement is part of behavioral psychology, and it works well in the office sphere. After all, isn’t the act of trying to improve accountability in the workplace nothing but behaving in a certain way and being responsible for it?

Instead of constant criticism, try this - Whenever your employees make progress or breakthrough (no matter how small it might be), praise them and give them pointers on doing it better.

By doing this, you will become more approachable. They will be motivated to take up responsibilities and become more accountable, knowing that you always have their back.

Accountability in the workplace examples

Being accountable means more than ticking off tasks. It’s about showing responsibility, being dependable, and staying transparent. Here are a few examples that highlight what accountability looks like in action.

1. Meeting deadlines consistently

An accountable employee respects timelines and understands how their work fits into the bigger picture. They prioritize their tasks, manage their time effectively, and avoid last-minute delays. When something threatens to impact a deadline, they speak up early and work on solutions. Their consistency builds trust across the team and keeps projects moving smoothly.

2. Owning up to mistakes

Mistakes happen, but accountability is shown in how someone handles them. Instead of hiding errors or shifting blame, a responsible employee acknowledges the issue, explains what went wrong, and takes immediate steps to fix it. They also reflect on how to prevent similar issues in the future. This attitude not only shows maturity but also encourages a culture of honesty and improvement.

3. Following through on commitments

When employees commit to a task or responsibility, accountability means they see it through—no excuses, no dropped balls. Whether it's submitting a report, attending a meeting, or supporting a team member, they deliver as promised. They don’t overcommit or disappear when things get tough. Their reliability makes collaboration smoother and goals easier to achieve.

4. Being transparent with progress

Accountability also means keeping others in the loop. A transparent employee provides updates on their work, especially if they hit roadblocks or need support. They don’t wait until the last minute to flag issues. Instead, they communicate openly so everyone can adjust expectations and work together effectively. This prevents confusion and promotes a more collaborative environment.

5. Taking responsibility for team results

Accountability isn’t just personal—it’s also about team ownership. When a project succeeds or falls short, accountable team members focus on what can be learned, not who’s at fault. They contribute ideas to improve, support their teammates, and take initiative to raise the overall quality of work. They care about outcomes and don’t just clock in and out.

Conclusion

Individuals exhibit responsibility consistently by fulfilling their duties and doing what needs to be done. When expectations are clear, and people have the best possible abilities, learning, and assets to perform, they become accountable.

With the help of leaders who act as role models and show responsibility, the employee gets to witness the contrast between exertion and results and learns from it. This increases employee productivity by a considerable margin and hence increases accountability in the workplace.

Imbibe the feeling of belongingness and accountability in your employees with an all in once employee engagement platform. Try Empuls! Want to see the platform in action? Schedule a demo or start a free trial.