Cultivating accountability in the workplace: 5 steps for Zimbabwean businesses

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For businesses in Zimbabwe, fostering a culture of accountability goes beyond the idea of a professional environment.

It’s about creating a vibrant space where employees feel actively responsible for their actions, take personal pride in their work, and are consistently motivated to contribute to the company’s success.

But how do we, as Zimbabwean businesses, cultivate this crucial trait in our workplaces?

Here are 5 steps to foster it:

1

Set Clear Expectations from the Start

One of the most crucial ways to cultivate work accountability is through setting clear, achievable and trackable expectations. Right from the get-go, an employee should, without equivocation, know what is expected of them. Detailed job descriptions, clear communication of company policies, and setting measurable goals can achieve this objective.

For instance, if you run a local retail business, clearly outline sales targets, customer service standards, and operational procedures.

2

Provide Regular Feedback and Constructive Criticism

Regular feedback sessions can help employees fully understand where their performance index stands. In Zimbabwe, where direct criticism can sometimes be seen as antagonistic, it’s essential to approach feedback constructively.

Try to focus on the behaviour or result rather than making it personal.

For example, instead of saying, “You never meet deadlines,” you could say, “Let’s look at how we can help you manage your time better to meet your targets.”

3

Accountability Starts at the Top

When your employee sees you fight in the trenches with them, they believe. Your leadership sets the tone for accountability within the business.

By truly holding yourself accountable, including admitting mistakes and taking corrective action, your employees are more likely to follow suit.

If a project goes off track, acknowledge any managerial missteps openly and discuss how the team can improve next time. Transparency builds a culture where everyone feels safe to admit faults and work on solutions.

4

Recognise and Reward Accountability

Recognising and rewarding employees who demonstrate accountability motivates the rest to do the same. It doesn’t always have to be monetary; sometimes, a simple acknowledgement, a public thank you, or a “star employee” board can go a long way.

In a Zimbabwean context, this could involve creating age-old and reliable employee-of-the-month programmes or small incentives like lunch vouchers, which acknowledge those who consistently own their work.

5

Encourage Open Communication and Team Collaboration

Accountability’s lifeblood is environments where communication is open and honest. Deliberately encourage team collaboration where employees feel comfortable sharing their challenges and seeking help without fear of reprimand. Use team meetings to discuss progress, setbacks, and potential improvements openly.

For instance, if a deadline is missed, instead of agonising over who was at fault, open the discussion up to the team to figure out what went wrong and find steps to avoid in the future.