Employee engagement and retention continuously become real challenges for employers and HR for decades. For large companies, they might have the resources to increase benefits, communication, and perks level to ensure employees retention. They might also easily adopt newest technology to engage young generations or adopt better financial benefits for older employees.
But more than newest technology or better salary, work environment and culture has increasingly become the main drivers of employee’s loyalty. The problem is, creating a fantastic work culture to increase employee engagement is not easy, so HR leaders should consider personal accountability in their engagement strategy.
Accountability is when employees clearly understand their goals and how they contribute to the mission and initiatives of an organisation. When employees thrive in an accountable culture, they will do whatever it takes to get the desired or expected results. Most likely, it is because being accountable means being trusted and responsible to what employees should do.
Gallup describes that people are intrinsically motivated to fulfill their commitments for a range of reasons, none of which include being mandated – at least not effectively nor sustainably. And when leaders encourage more responsibility among employees by creating an organisational culture that promotes and cascades accountability, loyalty will manifest.
When employers foster an environment where employees are encouraged and expected to focus on personal accountability, they are growing a team of engaged contributors. Employers will begin to see a group of more efficient, creative, and independent employees striving to do their best to contribute to the mission, vision, and initiatives of the organisations.