Accountability is often treated as a buzzword in workplace conversations, but its importance cannot be overstated. It is an underrated pillar of high-performing organizations and a critical factor in fostering performance. While it has always been part of the management dictionary, accountability has now taken centre stage, making it essential for every organization to directly address it.
Accountability & its significance
Accountability is not just about completing tasks or meeting deadlines. True accountability involves owning decisions, actions, and outcomes that align with organizational goals and drive meaningful results.
With workplaces undergoing significant transformations ranging from hybrid work models to the increasing complexity of team dynamics, the need to assess accountability is felt even more strongly within organizations.
Top-performing organizations recognize accountability as a driving force behind success. They integrate it at every level, from leadership that sets clear expectations to employees who take ownership of their contributions. This culture makes them adaptable and resilient, especially in times of uncertainty.
Accountability & its Relevance for HR Professionals
For HR professionals, driving organizational performance has always been a top priority. From interview assessment tools to 360-degree feedback and development centres, many frameworks are in place to assess and build individual and team capability. However, capability alone doesn’t deliver performance. We believe performance is a product of both capability (can you do it?) and accountability (will you own it?).
nPAS to Measure Accountability
While there are tools to measure capability, measuring accountability has always been a challenge and often an overlooked area. Based on our extensive experience, we developed a research-based tool, nPAS to measure accountability at an organizational level.
nPAS = Net Performance Accountability Score
nPAS measures accountability at the organizational level, enabling organizations to diagnose the factors that support or hinder performance. Our research indicates that accountability hinges on five critical drivers: leadership, culture, people, processes, and consequences. By assessing these areas, organizations can identify strengths, and stress points, uncover opportunities for improvement, and make data-driven decisions to sustain or enhance accountability, and thereby performance.
For HR leaders, accountability is not just about addressing current challenges; it is about redefining organizational performance. Measuring accountability helps foster inclusivity, empower teams, and build stronger relationships across all levels, where the entire organization collectively owns the outcomes.
A culture of accountability also enables recognition and reinforces positive behaviours. By focusing on individual contributions, organizations can encourage employees to own their successes and learn from setbacks. This results in a high-performing workplace, which can lead to several positive outcomes, such as more ownership, a sense of purpose, alignment with organizational goals, reduced attrition, and much more.
Accountability: an imperative
Prioritizing accountability on the HR agenda is no longer optional; it is essential. It is the bridge between where an organization is today and where it wants to be. By committing to a culture of accountability, organizations can unlock their true potential and navigate the challenges of a dynamic business landscape with confidence.
Are you a highly accountable organization? Assess your nPAS.
Reach out to us at shashank@hrfootprints.com
Let’s make accountability your top priority!
