How to make your workforce more Accountable

Date: 20th Nov 2018

What does an accountable Workforce mean?

‘The obligation of an individual or organization to account for its activities, accept responsibility for them, and to disclose the results in a transparent manner’ – As defined by the business dictionary.

In the facility management and cleaning industry managing a remote workforce it is vital to foster an accountable culture. Common things that may get overlooked:

  •       If a job or task is required to be completed at a specified time but it is not having employees who ensure, and drive completion is important
  •       If a task is crucial to the service delivery but keeps being overlooked because of timing having employees who can relay issues is vital.
  •       If an issue arises, having employees who are honest and supported to speak up allows crisis management to be prevented.
  •         If an employee is affecting the safety of other workers fostering an environment of accountability will help other workers speak up.


Why should your business strive for accountability?

An accountable workforce is extremely valuable to a business. Having employees, you can trust, rely upon and know they will do the work to right standard at the right time is vital to running a productive and efficient business.

At the end of each month or quarter when your business assess service completion standards and profit and loss, the intangible aspect is a workforce. How can you make sure your workforce is accountable to the job at hand and how can you implement and measure said accountability in a workforce.


5 Steps your can take to make your employees and workforce more accountable:

1.     Clear Value:

Creating value is the most important aspect in an accountable workforce. If your employees do not understand why it is valuable to be accountable the impact on service delivery and standards can drop without warning.


2.     Make Goals Clear and Visible:

Your business can follow the SMART guidelines for goal setting but one of the most important aspects of any accountability goal set is making sure that they are clear (easily understood) and visible (always around).

S - specific, significant, stretching

M - measurable, meaningful, motivational

A - agreed upon, attainable, achievable, acceptable, action-oriented

R - realistic, relevant, reasonable, rewarding, results-oriented

T - time-based, time-bound, timely, tangible, trackable

3.     Employee trust:

Fostering accountability in the workforce relies on trust. Without trust, the level of micro management and task management may add time and costs to a contract making it inefficient.

4.     Use Software to Track:

Accountability actions and steps cannot be properly implemented without measurement. Simple Right? Measurement can get hard without the proper systems in place. Ezitracker workforce management tools can help your organisation measure accountability in the workplace with time and attendance verification, GPS log in and log out, surveys and OH&S audits.


5.     Same rules for the whole workforce:

This step should be quite simple but if the management style ‘Do as I say not as I do’ is within the workforce this can impact on value and trust steps above. Leadership is crucially important for any business but especially with service delivery, having the correct managers in the right areas of the business may have a significant impact on productivity.


What are these 5 steps trying to achieve? An accountable workplace culture. Culture in the workplace is extremely valuable but very hard foster. In cleaning and facility management industries where the service delivery is the product having an accountable culture is vital to ensuring the jobs are completed on time and to a high standard.

How do you set the standard to build a workplace culture of accountability?

The 5 actions above the number one most important step your business can take is create value! Making sure the value in the work your employees do is known but mirrors what your workforce find value in. Each employee will have a different perception on what they value as most important. This could be only a wage, but bonuses, KPI’s, Award and many other tactics are known to add value.

Take your favourite sports team for example, everyone knows a time when they were on top and could not be beaten but looking at the opposite is when they are on the bottom of the ladder and cannot win a game even if they tried. A winning culture in football is about clear value being understood by the team. Just like your business any sports team needs to relate the required value to a range of different individuals that find value in not only money but pride, encouragement and incentives.

If you would like some more information on how software can help track and measure accountability please get in touch with

Ezitracker @ Enquire Now


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