The PeopleThe JourneyThe ConversationsThe StoriesThe ConnectionsThe IdeasThe LatestAboutHelp

Accountability drivers

The last step in Kotter’s approach is anchoring the new changes in the culture. The way we do this is through accountability.
We can boil motivation to comply with the new order down to three perspectives: Positive incentives, negative consequences and a sense of personal accountability. While the first two are arguably effective they are short term solutions and will no longer encourage motivation if they are removed. However, a sense of personal accountability is by far the best and most long term motivator to achieve employee compliance.
The question then becomes: How do we motivate employee compliance through personal accountability?
The answer to this question lies in establishing an ongoing focus on these key employee compliance drivers.
• Ownership: I understand and acknowledge that my role owns the required activities
• Clearly defined and communicated policies and procedures: I have been told what I need to do
• Acknowledgement: I sign off on the fact that I have been told what I need to do
• Testing: I prove I understand what I need to do
• Contribution: I help create and improve what I need to do
• Audit: What I am doing will be periodically checked and verified
Each of these drivers builds on each other and removes the typical excuses for not following the policies, processes and procedures once they are deployed. In addition to improving the likely success of a process improvement project the organization also reaps the legal benefit of being able to prove to an outside auditor that it has a clear and auditable approach to ensuring employee awareness, understanding and compliance to key policies and procedures.


Syndicate content